Podcast #90
Placed on a PIP? Can You Survive The Performance Improvement Plan Without Getting Fired? (Client Story)
Can You Survive a Performance Improvement Plan (PIP) Without Getting Fired?
Being placed on a Performance Improvement Plan (PIP) can feel like the end of your career.
I’ve spoken to countless high performers who immediately assume one thing:
“I’m getting fired.”
Sometimes that’s true. – Sometimes it isn’t.
In this article, I want to walk you through the story of one of my coaching clients who was placed on a PIP despite consistently delivering strong results. More importantly, I want to share three strategies that helped her navigate the situation strategically.
Every workplace is different. Every manager is different. Nothing in this article is a guarantee.
But if you’re currently on a PIP, I hope this opens your eyes to possibilities you may not have considered yet.
What You’ll Learn
- Why a Performance Improvement Plan isn’t always about performance.
- The hidden workplace dynamics behind many PIPs.
- Three strategies that helped one client navigate a PIP.
- Why surviving the PIP shouldn’t be your ultimate goal.
- Why I recommend speaking with a labor attorney early.
A PIP Isn’t Always About Performance
One of my coaching clients came to me after being placed on a Performance Improvement Plan.
She was furious. Because, on paper, she was doing extremely well.
She had consistently hit her goals, brought in revenue, led her team successfully, and was exactly the kind of employee most companies say they want.
Yet there she was. On a PIP.
As we unpacked the situation together, something became very clear.
This wasn’t simply a performance problem. It was a relationship that had completely broken down.
The Hidden Dynamic Between High Performers and Insecure Leaders
My client loved taking initiative. Whenever she saw a problem, she solved it. Whenever something needed doing, she stepped in.
The problem?
Her manager experienced that initiative very differently. Instead of seeing leadership, they saw a loss of control. Over time, the manager started saying “no” to more ideas.
Frustrated, my client began moving projects forward without asking for permission because she genuinely wanted the business to succeed. Unfortunately, that made the manager feel even more threatened.
More control followed. More restrictions – and therefore frustration.
Eventually, HR became involved.
The Performance Improvement Plan wasn’t really about poor results.
It was the final step in a dysfunctional relationship where both people had been reacting from survival mode. That doesn’t automatically mean the manager was acting maliciously. Insecurity can create unhealthy leadership behaviours just as easily as bad intentions.
Understanding that distinction completely changed my client’s strategy.
Strategy #1: Regulate Your Emotions Before You React
One of the biggest breakthroughs surprised my client.
Her anger wasn’t the problem. The way the anger showed up at work was.
Anger is powerful energy. It tells us something isn’t right. It often points toward a boundary that has been crossed. But when anger spills into conversations with an already insecure manager, it can easily be used against you.
Instead of suppressing it, we focused on giving it somewhere safe to go.
That looked different for everyone:
- EFT tapping
- Exercise
- Kickboxing
- Going for a long walk
- Journaling
- Even hitting a cushion at home if the frustration became overwhelming
The goal wasn’t becoming emotionless. It was staying calm and strategic during workplace interactions.
Strategy #2: Learn the Political Game
This is where many high performers struggle. They believe their work should speak for itself. Unfortunately, organizations rarely work that way.
Politics isn’t manipulation. It is understanding people, emotions, relationships, and perception.
Once my client understood what was driving her manager’s behaviour, we changed the strategy.
- Instead of surprising her boss with completed initiatives, she increased communication.
- Instead of operating independently, she created visibility.
- Instead of relying on one relationship, she built a network across the organization.
Those relationships mattered. They created support beyond one manager’s opinion.
In fact, they even opened conversations about opportunities in other departments while she was still on the PIP.
Strategy #3: Build Options While You’re Still Employed
One mistake I see all the time is putting all your energy into surviving the PIP.
Instead, build options.
We updated LinkedIn. Expanded her professional network. Prepared for interviews. Practiced conversations. Worked on her confidence. We also spent time visualizing the type of career and workplace she actually wanted.
For me, manifestation isn’t about sitting back and hoping something magically appears. It’s about aligning your mindset with consistent action.
That combination helped her secure interviews for roles paying significantly more than her current position—even while she was still navigating the Performance Improvement Plan.
She hadn’t accepted a new role yet. But for the first time in months, she had options.
So… Did She Get Fired?
No. She successfully navigated the Performance Improvement Plan.
But I want to be very careful here. I have also coached clients who did lose their jobs. Every organization and mamanger is different. Every PIP is different, too.
There is no strategy that guarantees you’ll keep your job.
The lesson isn’t that everyone can survive a PIP – the lesson is that panic rarely produces your best decisions.
Speak With a Labor Attorney Early
Whether you believe your PIP is fair or completely unjustified, I generally recommend speaking with a labor attorney early in the process.
A consultation doesn’t mean you’re preparing for a lawsuit. It means you’re making decisions from a place of knowledge instead of fear.
A labor attorney can help you understand:
- Your legal rights and obligations.
- The potential benefits and risks of different approaches.
- Whether there are any warning signs you should pay attention to.
- How to document your situation in a way that complies with your employment agreement, company policies, confidentiality obligations, NDAs, and applicable laws.
Even if you ultimately decide to stay, improve the relationship, or leave on good terms, having a clear understanding of your legal position allows you to make strategic decisions rather than emotional ones.
Knowledge is one of the strongest forms of protection you can give yourself.
The Real Goal Isn’t Surviving a Toxic Boss
Could you survive a PIP? Maybe.
Could you lose your job anyway? Absolutely.
The real question is bigger than that.
Are you using this experience to become a calmer, more resilient, more politically aware leader?
Because if your employer has given you 90 days on a Performance Improvement Plan, you also have 90 days to build a strategy.
- Update your network.
- Rebuild your confidence.
- Learn to regulate your nervous system.
- Create options.
And remember:
The goal isn’t becoming really good at surviving insecure leaders.
The goal is building a career where your strengths are valued.
Listen to the Full Podcast
If you’re currently navigating a Performance Improvement Plan, this episode goes much deeper into the real client story, the workplace dynamics behind many PIPs, and the strategies we used together.
🎧 Listen to: Placed on a PIP? Can You Survive the Performance Improvement Plan Without Getting Fired?
Listen to the full episode now on your favorite platform!
And if you’re ready to rebuild your self-trust, feeling and thinking calmly, and intentionally create your next career step, you can learn more about The Toxic Boss Reset HERE.
💬 Share your thoughts in the comments. Do you agree, disagree, or have something to add?
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About Corporate Warriors
Corporate Warriors helps high performers and leaders build career success without selling their soul.
Founded by Fela Rosa, a former tech high performer turned conscious career coach, the company guides professionals to break free from toxic workplaces, rebuild confidence, and create careers rooted in self-trust and alignment.
Follow @Corporate_Warriors on Instagram or visit corporatewarriors.co for more free tools, courses, and coaching resources.
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