The Key To Avoiding The Performance Improvement Plan (PIP)

Getting hit with a performance improvement plan (otherwise known as a "PIP") is one of the worst things that can happen to you as a software engineer. This makes avoiding a performance improvement plan one of the most important things for you to do, especially in the currently layoff-rich economy.

Here's the core points from the video.

- Your performance review rating should never be a surprise: Regularly check in with your manager to figure out how you're trending to avoid the dreaded PIP.
- On top of asking for constructive feedback regularly, you shouldn't be afraid to ask every 2-3 months if you're on track to get the rating you want once the formal performance review happens. The clearest way this manifests is a hypothetical rating: *"Would you give me at least a \[Meets Expectations\] for my performance so far?"* This is the most powerful way you can stay in sync with your manager.
- Make it clear with your manager that you'll take any hypothetical rating with a grain of salt, so they're more comfortable giving it to you. If you're brave enough, you can even ask them to err towards the lower-end so you don't overset expectations.
- Keep your eye on the ball: Keep referencing the expectations plan you made at the beginning of the cycle and evolving it as necessary.
- Turn it up at the later end of the cycle. Humans have bad memory: It's unfair, but recency bias is huge. Try to land your bigger wins just a few weeks or months before the formal performance review process starts.

Related resources:

- ["What's the difference between a low performer software engineer and a high performer?"](https://link.jointaro.com/QHkWNXoJV5Y9VYvH9)
- ["How do I help my manager (who is also my mentor) be a better manager and mentor?"](https://link.jointaro.com/eG5c6usaJNY9wopP8)

Getting hit with a performance improvement plan (otherwise known as a "PIP") is one of the worst things that can happen 

[Masterclass] How To Navigate Your Performance Review In Tech

The slides provide a great high-level overview of the entire session for your notes, so here's our Top 5 thoughts that aren't entirely in the slides:

- Not deeply understanding your company's performance review cycle is job suicide, especially in the current age of layoffs and stack-rank (the latter being perennial).
- If you're truly working at a top company, you shouldn't be promoted to the next level unless you have been functioning there for at least 3-6 months. Companies that don't do this tend to promote due to raw experience and have many incompetent people at senior+ levels.
- Always have a plan for your performance review, even if your goal is just to be average and survive. Work with your manager at the beginning of every cycle to create a clear and living expectations document.
- Be very deliberate about the peers you want leaving feedback for you on your performance review. Assemble that cast at the beginning of the cycle and start building those deep 1 on 1 relationships once you have done that.
- When you are asked to leave constructive feedback for a peer, flip the question from *"What did they do poorly?"* to *"How can they expand their scope?"*. This will become easier as you reach an L5 (senior) level and more deeply understand what each engineering level means.

Related resources:

- [\[Masterclass\] What Software Engineers Should Look For In Their Engineering Manager](https://www.jointaro.com/lesson/oeY7ncZhzJ5NO6dij5e7/masterclass-what-software-engineers-should-look-for-in-their-engineering-manager/)
- [\[Masterclass\] How To Get Promoted Faster In Tech](https://www.jointaro.com/lesson/W730BOdrfAIXAEVd8HUf/masterclass-how-to-get-promoted-faster-in-tech/)
- [\[Masterclass\] How To Have Impactful 1:1 Meetings](https://www.jointaro.com/lesson/FEK6JZqW2Jg3rdN9yeGn/masterclass-how-to-have-impactful-1-on-1-meetings/)
- [Presentation Slides](https://docs.google.com/presentation/d/142PsWRJ-fmdP42CrFpR0VD64L1qFP-6nPTmjk5g1DKM/edit?usp=sharing)