Performance Improvement Plans (PIPs) are like the circus of the corporate world, complete with high stakes, tight deadlines, and the constant fear of being thrown to the lions. Just as the circus performers must impress the audience with their death-defying acts, employees on a PIP are under intense pressure to dazzle their managers with a dramatic turnaround in performance. It's a spectacle of hope and desperation, where every missed deadline feels like a tightrope walk over a pit of failure, and every completed task is met with the applause of reluctant optimism. With managers cracking the whip of accountability and employees desperately trying to keep all their plates spinning at once, there's always the lingering question of whether the show will end in triumph or disaster. So grab your popcorn and take your seat, because the PIP circus is about to begin, and the only thing certain is that with a sprinkle of luck, you just might emerge from the PIP purgatory as a better, stronger, and slightly more traumatized employee.HRDLY Guest: Kim Minnick is the People Ops leader you shouldn’t take out in public. She brings a modern take to old practices and has a healthy obsession with Performance Management. After spending a decade building People Ops functions in high growth start-ups, she recently launched an independent fractional business with the goal of making work suck less. Follow Kim: https://www.linkedin.com/in/kim-minnick/Code Traveller HR: https://www.codetravellerhr.com/Hosted by Emily McMahon -- an HR Executive who happens to be a raging introvert, is skeptical about people, and deeply loves the work of HR.Follow Emily: https://www.linkedin.com/in/ememcm/Follow HR Doesn't Like You: https://www.linkedin.com/company/hrdoesntlikeyou/

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