The actual purpose of Performance Improvement Plans (PIPs)

Performance Improvement Plans (PIPs) are commonly used by employers to address poor employee performance. However, it is often misunderstood that PIPs are simply tools for getting rid of underperforming employees legally. In reality, PIPs are designed to help employees get back on track and improve their performance. Unfortunately, employers often forget this fact, leading to a lack of proper training and support for their employees on PIPs. In this blog post, we will explore the common misconceptions about PIPs and what employers should remember when implementing them.

PIPs are not about getting rid of employees legally

The first misconception about PIPs is that they are simply a legal way for employers to terminate underperforming employees. While PIPs do outline the consequences of continued poor performance, such as termination, their primary aim is to help employees improve their work performance. The plan should be specific, measurable, attainable, relevant, and time-bound (SMART).

PIPs require training and development on the employer side

Many employers tend to be inexperienced at creating PIPs. As a result, they may not provide adequate training and support to their employees to help them improve. Employers should be trained on the best practices of developing a PIP that outlines the expectations, timeframe, and performance measurements. They should also provide training and development opportunities that employee needs to improve their skills.

PIPs require time and patience

Improving poor performance requires time and effort, from both the employee and employer. Employers should allow enough time for the employee to improve their performance, which typically ranges from 30 to 90 days depending on the company policy. It is essential that the employer regularly provides feedback and support to ensure the employee is on the right track. They must also be patient in the process as not all employees are the same; some may require more time than others.

The tone of feedback is crucial

Giving feedback is essential in the PIP process, but employers must consider the tone and delivery of their feedback. A condescending or negative tone of feedback only fosters defensiveness and resistance from employees. Employers should focus on giving constructive feedback with a positive attitude and collaborative approach to help in achieving faster results.

PIPs should transparently lay out the consequences, of course

Every PIP should spell out the possible consequences of continued underperformance, such as termination. However, employers must understand that terminating an employee for poor performance should be a last resort. PIPs should be formulated to help the employee get back on track and improve their performance. The employee’s goals and needs should be clearly stated, and the consequences should not solely focus on termination.

Employers need to take a comprehensive approach when creating performance improvement plans (PIPs). A PIP shouldn’t be only seen as a way for employers to rid themselves legally of underperforming employees. Instead, the PIP should be well-structured, supportive, and feasible for the employee to comply with. Remember, the objectives of a PIP are to help the employee improve, provide feedback, and offer guidance. Employers should provide adequate training, enforce a time-bound approach, adjust tone the of their feedback, and furnish reasonable consequences. When approached positively and collaboratively, PIPs can become a powerful tool for both employees and employers to facilitate overall success.

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