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Dave Ertle, an employment lawyer, outlines five reasons why a Performance Improvement Plan (PIP) might be deceptive. First, the initiation of a PIP can be dishonest, as employees may not meet targets due to a lack of proper resources. Second, PIP goals are often vague, making it unclear what success looks like, which can lead to confusion for both employee and employer. Third, some goals are set impossibly high, with employers failing to provide adequate time or support to achieve them. Lastly, a genuine PIP should include coaching and assistance, which is frequently absent, indicating the plan's insincerity.
