Performance Improvement Plan

Question

Hello,

I’ve been on a PIP since September (ends in December) and recently started receiving very negative feedback, especially from a director who goes into every detail and highlights every issue. I understand the frustration. I’ve been dealing with a mental health problem for two years.

Before the PIP, I had a conflict on a project within the same boutique strategy firm, and I wasn’t assigned to any project for one year, which made everything worse. My mental health didn’t allow me to recover, and I spent almost a year preparing for MBB roles. I stayed because I prioritized preparing for case interviews, advancing slowly but steadily, which I felt was acceptable. I’m ambitious, disciplined, and genuinely believed I could reach that level.

Recently I’ve been feeling isolated at work, they want me out, they look at me as a loser even though I’m still going to the office and trying to work internally yet not delivering at my best.

As an immigrant, termination would move me to unemployment benefits, and my permit is valid until summer 2027, but I haven’t found a new job yet, and everything feels like it’s collapsing.

In my PiP weekly of tomorrow, I need to clarify two points:

They told me the PIP could be renewed for 3 more months. I need to ask my manager whether this means a new extended PIP or the formal 3-month notice period.
I want to apologize to my manager because it’s 100% my fault I couldn’t deliver. It like having a Ferrari, but you couldn’t start the engine. I’m not sure if apologizing now helps or harms the PIP decision, but I feel I want to do it because I owe it to him.

I come from Target, was a top student, and was close to MBB acceptance three years ago. I also haven’t been promoted since entering the firm, which makes it harder to move to better firms or even find a new job.

Any advice would help

Thank you !

Answer 1

This is an incredibly tough spot, and I appreciate you laying out the situation so clearly. That sense of isolation when a firm decides to move you out is palpable, and it completely drains your ability to focus. Give yourself credit for showing up and trying to work while dealing with immense personal pressure.

Here’s the reality of the PIP process at this stage: when a director is deeply involved and highlighting every issue, the firm has generally moved past the "development" phase and into the "documentation" phase. The purpose is now to build a watertight case for termination. It sucks, but understanding that mechanical reality is the first step toward regaining control.

Regarding your two points for tomorrow's meeting:

1. The PIP "Renewal": Do not assume this is a positive offer to extend training. You need to ask what the defined outcome of the three months would be. Strategically, you want to know if they are offering a formalized exit package or notice period in lieu of continuing the current, high-stress performance cycle. Do not focus on performance improvement, which you know is impossible right now; focus on clarifying the timeline and the administrative outcome (e.g., severance, final employment date).

2. The Apology: While your need to apologize is understandable and speaks to your integrity, strategically, do not apologize for failure to deliver or take 100% of the fault. The firm is operating in a legal/HR framework, and your admission of fault only simplifies their termination paperwork. Your priority now is to protect your interests. If you feel compelled to say something, frame it neutrally: "I understand the firm's required performance standards were not met due to circumstances I've been managing, and I respect the decision to move forward." Keep it professional, and keep the focus on the future process.

Your main task must shift immediately from saving this job to managing your exit and securing your next role. Given your immigration situation, you need time and a neutral reference, not necessarily severance pay. Focus your energy on negotiating for a clean, non-disparaging reference (HR confirmation only) and agreement on an end date that maximizes your runway to summer 2027. Your previous trajectory (top student, near-MBB) is your true signal, not the past year of struggling while unsupported.

All the best.

Answer 2

I'm sorry to hear this.

I'll provide my advice not as a coach, but as a human who is familiar with these environments.

Short term, for your meeting tomorrow, I don't think the priority is to apologise. I would ask for help. Specifically, I would be open that this is a difficult period for you and you're looking for some guidance as to how to get out of it.

Mid term, I wouldn't voluntarily leave esp if you have a complicated visa or residency situation. I think this will further aggravate your anxiety.

Long term, take, when you can, some time to reflect on where you are and where you're going. Do you even enjoy the job / industry / etc? Getting to this sort of clarity might help point you in the right direction.

If you have any questions, feel free to reach out.

Best,
Cristian

Answer 3

hey there :)

For tomorrow, just ask clearly whether the 3-month extension is a new PIP or the formal notice period. Keep any apology brief, acknowledge the difficult period and your commitment without overexplaining or taking too much blame. Focus on doing your best and quietly start exploring new roles to protect your stability.

best, Alessa :)

Answer 4

Hi there,

PIP is definitely a really tough situation and it is understandable to feel overwhelmed. For your PIP meeting, it is reasonable to ask for clarification on what a renewal means, whether it is a formal extension or notice period, so you have a clear understanding of next steps. Regarding apologizing, it is not required, and perhaps better if you focus on explaining how you've been trying to improve and asking them how you can do better. You want to show accountability without sounding like you are giving up or expecting sympathy.

Hope the conversation goes smoothly.