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Mastering Performance Improvement Plans (PIPs) 


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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