Performance improvement
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At one point or another, every manager is going to have an employee who is under-performing. Whether he/she isn’t meeting job requirements or is consistently exhibiting behaviors that are not in line with company expectations, the manager will reach a point where it is clear that the situation has to change. When an employee is not performing well or reaching their full potential, not only do the manager and employee suffer, but the entire team and company also eventually feels the domino effect of these behaviors. The overall result is frustration, wasted time, and deflated people.
Firing an employee might seem to be the logical course of action at this point, but we urge HR and Managers to consider another approach: formal performance improvement plans (PIPs). The process of identifying root causes of poor performance, outlining clear expectations for improvement, and giving the employee a chance to remedy shortcomings, could not only save time and costs related to termination and re-hiring, it creates a culture of performance accountability for employees and their managers.
This sounds great, but not every employee finds it easy to take criticism — but that doesn’t mean they don’t welcome their reviews. Employees want to develop and grow into their roles, but 53% of employees report that reviews don’t make them work any harder.
In fact, the majority of employees believe that their reviews are inaccurate, leading them to dismiss the findings altogether. Through a performance improvement plan (PIP), organizations can find ways to give positive encouragement to struggling employees, while helping them develop their experience and skill sets in a way that aligns with their goals.
What are the benefits of a performance improvement plan?
A performance improvement plan shows the employee that the organization understands their current challenges and long-term goals and is taking an active role in supporting them. Employees are more likely to be engaged and productive when they understand what the organization expects of them. PIP’s outline in detail any issues or behaviors that are causing problems, corrective actions to take to improve, and what meetings and resources will be available to offer support.
Performance improvement plans aren’t only designed for those who are falling short of their current requirements, but also for those who are currently feeling unfulfilled in their roles. Improvement plans can be used to increase employee mobility, allowing them to transition into higher-level roles or move laterally into roles that they feel they are better suited for. All of this creates a better trained, more talented workforce.
When should you implement a performance improvement plan?
Performance improvement plans are best implemented when an employee is struggling. Whether their work productivity has decreased or they have started taking more time off, many managers can identify an employee who has become disengaged from their work. As mentioned before PIPs should be implemented when there is a clear trend in poor performance and positive change and improvement is needed. The goal of a PIP should not be to document performance in order to make firing easier (although PIPs can serve as useful records), but an opportunity for the employee to right the ship.
Open lines of communication are important with PIPs and the ultimate goal should always be to find a satisfying solution for the organization and the employee. Managers must reach out to employees to see what they need to deliver the work product that they are capable of.
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Admin June 12, 2020