Tech engineer is put on PIP because of a review that was done while she was on maternity leave, despite receiving raises and bonuses: ‘Is this as problematic as it seems?’

A performance improvement plan isn't always a bad thing; Sometimes, your manager is genuinely looking out for you and wants you to succeed. Having a plan set in place to track your progress is a bit nerve-racking, but not always the nail in the coffin for your role.

Other times, PIP essentially means that your company is trying to get rid of you. I know, I know. That sounds evil, and that's because it is. Companies seldom believe their employees are irreplaceable, and if you're doing something they don't like, they'll find a way to sack you. Take the woman in this story, for example. She is an engineer for a tech company and had taken maternity leave because she was pregnant with her second child. In the course of her three-year stint at the company, she's received merit increases, bonuses, and the like. Not too shabby for a somewhat newbie, right? You'd think.

While she was on maternity leave, higher-ups conducted a review of her progress at the company, and when she returned, well… She was placed on PIP. Even though her new manager believes she doesn't need PIP, she still has to undergo a 60-day plan. What would you do in this situation?

Author image for Lana DeGaetano Lana DeGaetano
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