He was out on a Performance Improvment Programme. Then he got a huge surprise: 'I cried, they said the PIP was purely...'

Being put on a performance improvement can be extremely stressful for anyone. However, one Reddit user found to his shock that he had received a raise, all while being put on PIP! Posting in the Careers Advice community, the employee explained that the situation had been emotionally exhausting and unlike anything they had previously encountered.

According to the post, the employee was first informed by their supervisor in the middle of March that they would soon be placed on a PIP. The news immediately triggered anxiety, prompting them to begin preparing for a possible dismissal by searching for new employment opportunities. Concerned about the future, they approached a senior colleague for a professional reference. The colleague not only agreed but also volunteered to speak directly with the supervisor in support of the employee's work and character.

After that conversation took place in early April, the colleague reassured the employee that losing the job was unlikely. Despite that reassurance, the formal Performance Improvement Plan was finally introduced on June 1. The explanation provided was that the department was adapting to a newly implemented HR software system, which had created additional challenges and learning requirements.


Thirty days into the plan, the employee met with their manager to review progress. However, they were surprised when the supervisor appeared unprepared for the discussion. Instead of presenting documentation outlining the agreed performance targets or evidence of progress, the manager simply reviewed a printed copy of the employee's general job responsibilities, discussing each duty individually.

The employee questioned the approach and highlighted several assignments they had successfully completed before their deadlines in line with the expectations discussed under the improvement plan. In response, the supervisor remarked that the employee seemed to be seeking praise merely for fulfilling normal responsibilities.

The conversation quickly became emotional. The employee admitted to breaking down in tears, apologizing for becoming upset while requesting greater empathy and understanding during the meeting. Rather than acknowledging those feelings, the supervisor argued that they had already demonstrated compassion by previously purchasing lunch for members of the team using personal funds.

The supervisor also insisted that the PIP was designed solely to help improve performance and was never intended to threaten the employee's position, despite the formal involvement of HR procedures and legal documentation. Reflecting on the situation, the employee noted that the supervisor had joined the role only a few months after they started and appeared to have little previous management experience. They speculated that the supervisor might not have fully understood the seriousness and implications of placing someone on a Performance Improvement Plan.

Although the employee works in academia, where layoffs are generally less common than in the corporate sector, they admitted feeling uncertain about how to prepare for the next review meeting. As a precaution, they have continued applying for other positions while trying to make sense of what they described as an unusually confusing workplace situation.

The story prompted numerous reactions from Reddit users. One commenter recalled that during their first management position, the human resources department had portrayed Performance Improvement Plans as positive tools for employee development by sharing idealized examples of workers who supposedly benefited from the process. Another user offered more cautious advice, suggesting that once a PIP has been initiated, employees should immediately begin searching for alternative employment while continuing to collect their salary, arguing that such plans often signal an uncertain future rather than genuine support.