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Performance Improvement Plans (PIPs) are invaluable tools for organizations of all sizes seeking to address performance issues by providing employees with a clear path to improvement. They are one (of a few!) tools in a Performance Management Toolkit. Ideally, employees should always go through either a PIP or a progressive disciplinary process before termination is considered.
If you’ve never worked with a PIP, here is a guide on how to use them:
Step One: Identify the performance issues. You need to identify specific areas where the employees’ performance is falling short. The examples should be recent (don’t dig up examples from a year ago) and specific (don’t speak in generalizations). For example, you may point out specific missed deadlines, or specific examples of an employee’s behavioral issues.
Step Two: Set clear goals. Establish measurable and achievable goals. The goals should be specific, time-bound, and aligned with the employee’s roles & responsibilities.
Step Three: Provide feedback. Schedule a meeting with the employee to discuss the performance concerns and the objectives of the PIP. Offer constructive feedback on areas for improvement & encourage open dialogue to address any concerns or obstacles.
Step Four: Collaboratively develop a plan. Work together with the employee to develop a tailored action plan outlining steps to achieve the established goals. The plan should include specific tasks, timelines, resources, and support mechanisms to facilitate improvement. A copy of the PIP should be provided to the employee after the meeting and a copy should be placed in the employee file. You should ensure you follow through on any resources or support needed for the employee (ex. Training) identified in the meeting.
Step Five: Monitor progress. Regularly review & monitor the employee’s progress against the objectives & timelines outlined in the PIP. Schedule check-in meetings (ideally every 3-4 weeks) to provide ongoing feedback, address any challenges, and make adjustments. Ensure you are following through on any resources or support pieces for the employee.
Step Six: Evaluate results. At the end of the PIP period (typically 3-6 months), evaluate the employee’s performance against the agreed-upon goals. Celebrate progress & success, but also be prepared to take further action if performance hasn’t improvement sufficiently.
Step Seven: Closure. If performance has improvement, close the PIP formally & continue providing ongoing feedback & support to your employee. If performance has not improved, you can close out the PIP and consider a number of options (from disciplinary steps to termination).
Did you know that A&A consulting can support you in building out a performance improvement policy & process, including training for your leadership team? Alternately, we can also help you manage the performance management process every step of the way. Contact us today to find out more.
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