1 00:00:04,030 --> 00:00:07,409 Speaker 1: Hi there. It's Tiffany and Gerald back with the A 2 00:00:07,420 --> 00:00:10,579 Speaker 1: MA segment. Now, let's get straight into it. Have you 3 00:00:10,590 --> 00:00:13,689 Speaker 1: heard of the term P IP, I haven't not until 4 00:00:13,699 --> 00:00:16,209 Speaker 1: the last few years when some people I know were 5 00:00:16,219 --> 00:00:20,340 Speaker 1: unfortunately put on it. So P IP stands for performance 6 00:00:20,350 --> 00:00:24,709 Speaker 1: improvement plan. And the overall goal is to give employees 7 00:00:24,719 --> 00:00:29,370 Speaker 1: with performance issues, the tools and opportunity to improve before 8 00:00:29,379 --> 00:00:32,369 Speaker 1: they face other actions, including termination 9 00:00:32,729 --> 00:00:36,409 Speaker 1: our listener today, whom I'll call Jenny wants to know, 10 00:00:36,509 --> 00:00:40,799 Speaker 1: how do I bounce back from P IP, Gerald. Wow. 11 00:00:40,810 --> 00:00:43,930 Speaker 2: Ok. For many, it really signals the end of the 12 00:00:43,939 --> 00:00:46,400 Speaker 2: road for them. I would say just even knowing that 13 00:00:46,409 --> 00:00:48,979 Speaker 2: you are on API P, it really doesn't make you 14 00:00:48,990 --> 00:00:49,180 Speaker 2: feel good, 15 00:00:49,259 --> 00:00:51,418 Speaker 2: it feels like you should start to look for another job. 16 00:00:51,569 --> 00:00:54,139 Speaker 2: But I think in general sometimes P IP can be 17 00:00:54,150 --> 00:00:57,389 Speaker 2: a good thing, but it really depends on whether you 18 00:00:57,400 --> 00:01:00,759 Speaker 2: are given the adequate support to succeed and to bounce back. 19 00:01:00,770 --> 00:01:03,529 Speaker 2: So in my experiences hearing from people on P IP, 20 00:01:03,540 --> 00:01:05,760 Speaker 2: sometimes it does really seem that 21 00:01:06,309 --> 00:01:10,209 Speaker 2: the PIP is just a way to document their exit, 22 00:01:10,220 --> 00:01:14,660 Speaker 2: their justification for terminating So in those cases, the PIP 23 00:01:14,669 --> 00:01:17,690 Speaker 2: actually serves no purpose or rather it serves no benefit 24 00:01:17,699 --> 00:01:20,269 Speaker 2: to the individual that's going to the pip, it serves 25 00:01:20,279 --> 00:01:22,930 Speaker 2: the benefit to the company. But if today the PIP 26 00:01:22,940 --> 00:01:25,269 Speaker 2: is given in a way where it's meant to help 27 00:01:25,279 --> 00:01:28,139 Speaker 2: the employee to improve, how do we know that we 28 00:01:28,150 --> 00:01:30,569 Speaker 2: can see that by the way, the PIP is structured 29 00:01:30,889 --> 00:01:33,080 Speaker 2: by the relationships that the workplace is support that is 30 00:01:33,089 --> 00:01:36,789 Speaker 2: given there. If those things are present, the PIP can 31 00:01:36,800 --> 00:01:38,290 Speaker 2: help an individual to bounce back. 32 00:01:38,300 --> 00:01:38,819 Speaker 1: Ok. So what 33 00:01:38,830 --> 00:01:40,769 Speaker 1: is a good performance improvement 34 00:01:40,779 --> 00:01:41,119 Speaker 1: plan? 35 00:01:41,129 --> 00:01:43,649 Speaker 2: A good P I plan includes a few things like 36 00:01:43,660 --> 00:01:46,919 Speaker 2: a very clear goal areas of improvement that you have 37 00:01:46,930 --> 00:01:51,629 Speaker 2: to achieve very specific tasks and outcomes, very clear targets. 38 00:01:51,639 --> 00:01:55,089 Speaker 2: And it also includes conversations that are taken together with 39 00:01:55,099 --> 00:01:55,980 Speaker 2: your supervisor 40 00:01:56,230 --> 00:01:59,290 Speaker 2: to see whether have you met those outcomes or not. So, 41 00:01:59,300 --> 00:02:01,260 Speaker 2: a good P IP should have all of these things. 42 00:02:01,269 --> 00:02:04,629 Speaker 2: It should certainly never be just a conversation to say 43 00:02:04,709 --> 00:02:07,190 Speaker 2: you're on P IP. Ah, you better buck up and 44 00:02:07,199 --> 00:02:08,300 Speaker 2: if not, you're on the way out because 45 00:02:08,309 --> 00:02:09,410 Speaker 1: a lot of people would be like, how do I 46 00:02:09,419 --> 00:02:12,850 Speaker 1: buck up because obviously nobody is setting out to get 47 00:02:12,860 --> 00:02:15,929 Speaker 1: on to API P, right? So you say a good 48 00:02:15,940 --> 00:02:19,160 Speaker 1: P IP would have a proper checklist and proper check 49 00:02:19,210 --> 00:02:19,990 Speaker 1: ins as well. 50 00:02:20,000 --> 00:02:20,110 Speaker 2: The 51 00:02:20,119 --> 00:02:21,809 Speaker 2: check ins part is pretty important 52 00:02:22,089 --> 00:02:24,589 Speaker 2: because you can have a proper checklist. But the checklist 53 00:02:24,600 --> 00:02:28,110 Speaker 2: also be used to justify your exit. Yeah. Correct. But 54 00:02:28,119 --> 00:02:29,960 Speaker 2: I think when we start to look at the support 55 00:02:29,970 --> 00:02:32,850 Speaker 2: that you get from your colleagues, your supervisor, you can 56 00:02:32,860 --> 00:02:35,380 Speaker 2: kind of get a sense whether are they really genuine 57 00:02:35,389 --> 00:02:37,649 Speaker 2: in wanting to help you to improve or are they 58 00:02:37,660 --> 00:02:39,830 Speaker 2: just like wishing that you would live on your own? Ok. 59 00:02:39,839 --> 00:02:39,990 Speaker 2: Like 60 00:02:40,000 --> 00:02:40,020 Speaker 1: the 61 00:02:40,029 --> 00:02:42,570 Speaker 1: quiet firing that we were saying? Yeah, because P IP 62 00:02:42,580 --> 00:02:44,009 Speaker 1: could be also a form of quiet 63 00:02:44,020 --> 00:02:44,410 Speaker 1: firing. 64 00:02:44,419 --> 00:02:45,788 Speaker 2: Yes, this is something that many 65 00:02:45,869 --> 00:02:48,110 Speaker 2: people in hr they will advocate for. You know, if 66 00:02:48,119 --> 00:02:51,000 Speaker 2: today someone who is not performing well, the P IP 67 00:02:51,008 --> 00:02:52,910 Speaker 2: is seen as almost the last resort. So document it 68 00:02:52,919 --> 00:02:54,729 Speaker 2: well and justify the firing. 69 00:02:55,240 --> 00:02:58,380 Speaker 1: Ok. So it sounds all quite doom and gloom. But 70 00:02:58,389 --> 00:03:01,210 Speaker 1: what if I am put on P IP then what 71 00:03:01,220 --> 00:03:03,508 Speaker 1: should I do? The last resort like you say is 72 00:03:03,520 --> 00:03:06,050 Speaker 1: to I guess hand in the resignation letter, if you 73 00:03:06,059 --> 00:03:08,330 Speaker 1: know that the people who have put you on this 74 00:03:08,339 --> 00:03:09,600 Speaker 1: plan have 75 00:03:09,649 --> 00:03:13,398 Speaker 1: no whatsoever interests at heart for you. But if let's say, 76 00:03:13,410 --> 00:03:15,550 Speaker 1: I feel that, ok, my manager is trying their best, 77 00:03:15,559 --> 00:03:17,649 Speaker 1: maybe it could be just a bad year, maybe it 78 00:03:17,660 --> 00:03:20,660 Speaker 1: could be that things have been in flux this year. 79 00:03:20,669 --> 00:03:23,470 Speaker 1: Maybe I had things that come my way in life 80 00:03:23,479 --> 00:03:26,169 Speaker 1: and unfortunately, my manager understands, but I have to put 81 00:03:26,179 --> 00:03:29,479 Speaker 1: me on P IP because I haven't been meeting clear goals. 82 00:03:29,490 --> 00:03:31,369 Speaker 1: So if I've been put on P IP. My manager 83 00:03:31,380 --> 00:03:33,210 Speaker 1: wants to help me to get out of it. How 84 00:03:33,220 --> 00:03:33,380 Speaker 1: should 85 00:03:33,508 --> 00:03:34,529 Speaker 1: I approach? Yes. When 86 00:03:34,538 --> 00:03:36,130 Speaker 2: you are placed on API P, the first thing to 87 00:03:36,139 --> 00:03:38,369 Speaker 2: think about is whether is it justified? Ok. Do you 88 00:03:38,380 --> 00:03:39,350 Speaker 2: think that you should be on API 89 00:03:39,360 --> 00:03:41,309 Speaker 1: P and wait, so if it's not justified, what can 90 00:03:41,320 --> 00:03:42,699 Speaker 1: I do? I can go to hr and say sorry, 91 00:03:42,710 --> 00:03:44,750 Speaker 1: it's not justified. Take me out of P IP. Can 92 00:03:44,759 --> 00:03:45,050 Speaker 1: I do that? 93 00:03:45,059 --> 00:03:45,429 Speaker 2: If you 94 00:03:45,440 --> 00:03:47,759 Speaker 2: don't feel it's justifiable, you should clarify. Like why are 95 00:03:47,770 --> 00:03:50,369 Speaker 2: you on API P and start to really ask for 96 00:03:50,380 --> 00:03:52,779 Speaker 2: the reasons in your work performance that led to this 97 00:03:52,789 --> 00:03:55,639 Speaker 2: P IP. You want to get a clarification otherwise you 98 00:03:55,649 --> 00:03:57,089 Speaker 2: shouldn't just take the P IP 99 00:03:57,429 --> 00:03:59,860 Speaker 2: just because someone puts you on it, right? Then the 100 00:03:59,869 --> 00:04:02,149 Speaker 2: other thing here is if today you are put API 101 00:04:02,160 --> 00:04:04,410 Speaker 2: P and you feel like it's justified for many reasons, right? 102 00:04:04,419 --> 00:04:06,330 Speaker 2: It could be because it's a poor job fit, it 103 00:04:06,339 --> 00:04:08,300 Speaker 2: could be because of things that are happening in your family, 104 00:04:08,309 --> 00:04:11,130 Speaker 2: in your personal life. You're struggling with certain issues 105 00:04:11,470 --> 00:04:14,369 Speaker 2: and these issues are actually affecting your work performance. If 106 00:04:14,380 --> 00:04:16,409 Speaker 2: these are valid reasons, then maybe you want to think 107 00:04:16,420 --> 00:04:19,709 Speaker 2: about addressing those issues as well. On top of really 108 00:04:19,720 --> 00:04:21,970 Speaker 2: working on your P IP. OK. Being on API P, 109 00:04:21,980 --> 00:04:24,950 Speaker 2: there's sometimes this sense of guilt, shame that you're not 110 00:04:24,959 --> 00:04:27,089 Speaker 2: good enough and you really feel like a part of 111 00:04:27,100 --> 00:04:28,488 Speaker 2: you just died while you're still working. 112 00:04:28,820 --> 00:04:31,399 Speaker 2: So you really want to manage that site a lot better. 113 00:04:31,410 --> 00:04:34,558 Speaker 2: You want to be able to still continue to be positive, 114 00:04:34,570 --> 00:04:37,339 Speaker 2: to try to give your best at the workplace. And 115 00:04:37,350 --> 00:04:39,579 Speaker 2: this is why I say the support from the supervisor, 116 00:04:39,589 --> 00:04:42,380 Speaker 2: the consultations, the check ins are very important because you 117 00:04:42,390 --> 00:04:43,989 Speaker 2: want to get a sense of this person that you 118 00:04:44,000 --> 00:04:46,630 Speaker 2: are working with and this environment, this community that you 119 00:04:46,640 --> 00:04:47,640 Speaker 2: are with at the workplace. 120 00:04:48,040 --> 00:04:50,660 Speaker 2: Are they for you or not? Right? Because if today 121 00:04:50,670 --> 00:04:52,820 Speaker 2: there is that support that you will feel like you 122 00:04:52,829 --> 00:04:55,339 Speaker 2: can bounce back. But if today they all seem to 123 00:04:55,350 --> 00:04:58,250 Speaker 2: be not very supportive, then this will make the bounce 124 00:04:58,260 --> 00:04:59,179 Speaker 2: back a lot harder, 125 00:04:59,440 --> 00:05:01,269 Speaker 2: then you might really want to think about whether this 126 00:05:01,279 --> 00:05:03,339 Speaker 2: is the right job for you to stay on as well. 127 00:05:03,350 --> 00:05:06,899 Speaker 1: Yeah. Well, Jenny, I hope what we have talked about today, 128 00:05:06,910 --> 00:05:09,260 Speaker 1: the advice will be useful for you. I hope you 129 00:05:09,269 --> 00:05:12,179 Speaker 1: take a positive attitude out of this because it sometimes 130 00:05:12,190 --> 00:05:14,200 Speaker 1: may not be you, it may be the environment around 131 00:05:14,209 --> 00:05:16,760 Speaker 1: you the conditions as well and we hope that you 132 00:05:16,769 --> 00:05:19,799 Speaker 1: will be able to improve from P IP if you 133 00:05:19,809 --> 00:05:22,649 Speaker 1: are put on it and if any of you listeners, 134 00:05:22,660 --> 00:05:25,350 Speaker 1: you have any other work related questions, big or small. 135 00:05:25,359 --> 00:05:26,380 Speaker 1: We're here to help you 136 00:05:26,744 --> 00:05:29,005 Speaker 1: send it to us. We're at CN A podcasts at 137 00:05:29,015 --> 00:05:32,325 Speaker 1: media corp.com dot SG I will ask the question, Gerald 138 00:05:32,334 --> 00:05:35,094 Speaker 1: will answer them for you. You can always also find 139 00:05:35,105 --> 00:05:38,834 Speaker 1: us on Spotify Apple Podcasts or youtube where a video 140 00:05:38,845 --> 00:05:41,363 Speaker 1: version of this is at the team behind the work 141 00:05:41,375 --> 00:05:45,154 Speaker 1: it podcast is Christina Robert, Joan Chan, Juani Johari. Sa 142 00:05:45,355 --> 00:05:48,635 Speaker 1: We to Yan Yun C mixing is by Cary Lim 143 00:05:48,734 --> 00:05:52,345 Speaker 1: video by Haida Amin. I'm Jerald and I'm Tiffany have 144 00:05:52,355 --> 00:05:53,924 Speaker 1: a super work week ahead.