When “coaching” becomes cover for retaliation.

Written By Cari Borden

“We just want to help you succeed…”
said right before handing you a PIP for speaking up.

Let’s be honest: not all Performance Improvement Plans are about improvement.
Sometimes, they’re just HR-approved retaliation in a pretty PDF.

What a Real PIP Looks Like

A legitimate performance plan:

• Has clear goals and timelines.
• Is rooted in actual performance trends.
• Includes support, not surveillance.
• Comes with coaching, not consequences.

But a weaponized one?
It shows up after you raise concerns, report bad behavior, or say no to being exploited.

It’s not about growth; it’s about getting rid of you “legally.”

Red Flags You’re on a Power Trip Plan

🚩 You’ve had no formal coaching before, and now suddenly you’re “underperforming.”
🚩 The “evidence” is vague or undocumented.
🚩 You’re asked to improve on metrics that weren’t even a thing before.
🚩 Leadership stops engaging with you altogether.
🚩 You’re told not to talk to others about it. (Hint: control tactic)

A real leader develops you.
A petty one documents you.

What to Do If You’re Being Set Up

🧠 Stay factual. Emotions are valid, but don’t let them live in your email replies.
📁 Document everything. Save meeting notes, emails, expectations, even screenshots can be beneficial.
📣 Ask clarifying questions. Push for examples, timelines, and definitions of success.
🔍 Know your rights. If it smells retaliatory, consider HR escalation or outside counsel.
🌱 Plan your exit. If trust is broken, you owe yourself peace, not penance.

A PIP shouldn’t be a punishment for having a voice.
If it feels like retaliation, trust your gut, and start building your exit strategy, not your anxiety.

⚠️ Been handed a surprise “performance plan” after raising concerns?
You’re not alone, and you’re not crazy.
💬 Let’s talk in the comments or DMs.
🎯 Need help navigating leadership landmines? I coach professionals on reclaiming power. Find me on Fiverr.
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