Hello, everybody, and welcome to the Radical Cander Podcast. I'm Kim Scott, co-founder of Radical Cander,

and author of Radical Cander and Just Work. And I'm Amy Sandler, your host for the Radical Cander

podcast. Jason is not joining us today. We miss you, Jason. And in your absence, we're going to talk about

a topic that I confess, I don't know a ton about Kim, so I am excited to learn more. And so for those

of you like me who don't know a whole lot about performance improvement plans or have tried to put your head in the sand about

performance improvement plans. This is a podcast for you, otherwise known as PIPS. And so as someone

who has been told she pops her peas on podcast, the use of the word pips might present possibly some presenting problems.

But we will do our best.

Thank you, producer.

That was very good.

That was very good, Amy.

We're going to have no pip problems today.

I will not be placed on a pip for my peas. No, you will not be placed on a PIP for my P's.

No, you will not be based on a PIP for your P's.

Oh, maybe for something else.

All right, we received...

Or for anything else.

Oh, thank you.

Thank you.

We received an email from someone who wanted to let us know that a friend of theirs was

put on a performance

improvement plan after only working for their manager for four weeks. And this person's boss

...