When a PIP feels like a setup, how do you handle it without compromising your integrity?

Trapped between an HR-driven process that feels like a sham and a direct report who’s not meeting expectations? That’s a management nightmare. When a boss hands you a struggling employee with the unspoken expectation that you’ll “manage them out,” how do you stay honest, maintain trust, and avoid turning into the workplace grim reaper? Kim, Jason, and Amy break down the emotional and ethical toll of Performance Improvement Plans (PIPs), how to navigate them without feeling like a pawn, and why Radical Candor is the only way through. This isn’t about sugarcoating or corporate theater—it’s about handling tough conversations with clarity, fairness, and a whole lot less BS.

Get all of the show notes at RadicalCandor.com/podcast.

Episode Links:

Chapters:
(00:00:00) Introduction
Kim, Jason, and Amy introduce a listener’s question on handling a PIP with integrity.
(00:02:28) Leadership Failures
How bad management decisions created this unfair situation.
(00:06:15) Is This Process Disingenuous?
Struggling with feeling inauthentic when following HR's PIP process.
(00:09:19) The Emotional Toll of Performance Management
The frustrations of the process for both the manager and the direct report.
(00:13:51) Communicating Radical Candor During a PIP
Framing tough conversations without misleading employees.
(00:18:51) Why Informal PIPs Exist
The value of informal PIPs in ensuring fairness.
(00:22:17) Responding to Employee Pushback
Handling direct reports who challenge the PIP process.
(00:28:28) What Can a Manager Legally and Ethically Say?
Making difficult conversations feel more human and constructive.
(00:32:59) Radical Candor Tips
Lessons for managing performance issues with Radical Candor.
(00:36:05) Pushing Back to the Boss 
Having a candid conversation about being put in this situation.
(00:37:25) Conclusion

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