When you hear « performance improvement plan » (or PIP), it’s easy to imagine the famous Jaws theme playing in the background.PIPs have traditionally been seen as a last step before letting someone go. But when used right, they’re a fantastic way to boost an employee’s performance and strengthen their role in the company.
Feedback is crucial. According to Clear Company, 92% of workers say timely negative feedback boosts their performance, but less than 20% feel their performance is managed in a way that truly motivates them. Clearly, there’s a disconnect here. Employees aren’t shying away from feedback; they’re asking for it! A study by Gallup shows that 80% feel more engaged in their work due to timely feedback, a key sign that it’s the key to a happier, more productive team.
So how do we make PIPs work? Think of them like a roadmap. They should address issues, provide constructive feedback, and set clear goals. An effective PIP is a partnership between an employee and management, aiming for improvement rather than termination of employment. Let’s look at some good practices to take your PIPs to the next level.
Discuss poor performance before starting a PIP
Before diving into a PIP, have open conversations about performance issues. Maybe the employee is adjusting to changes or needs training for new tasks, so discuss these possibilities before deciding on any plan. If persistent issues remain, then a PIP might be the right step—but don’t catch them off guard. Discuss performance concerns as they arise, giving the employee a chance to understand where they’re falling short and how they can improve.
Set attainable goals
Goals in a PIP need to be clear, specific, and achievable. Ambiguity only leads to frustration and confusion, and it defeats the purpose of the PIP. Break down goals into actionable steps, helping the employee understand what success looks like and how to get there. It’s a good idea to have documents and forms in place to organize your management and track progress, ensuring both parties are actively engaged and invested in the process.
Check in to review progress
Regular check-ins are key to a successful PIP. These meetings shouldn’t be about criticism but reviewing progress with openness and honesty. Highlight successes and address challenges, keeping the conversation constructive and forward-looking. When employees take ownership of their work, they’re more engaged and more likely to achieve the desired outcomes.
Don’t hold it against them
If an employee turns their performance around, celebrate it! Don’t dwell on past mistakes or hold previous underperformance against them. Appreciate their hard work, resilience, and ability to improve. After all, they’ve shown they’re capable of change and growth, which are invaluable traits in any employee.
Why skipping PIPs isn’t worth it (and the perks of doing them right)
That might sound like a lot of work. Why not just take some shortcuts? Let’s look at the most common consequences of not having PIPs or conducting them improperly:
- Low morale: Employees feel like they’re in the dark, leading to frustration and a drop in enthusiasm—and a direct loss in performance.
- Confusion and uncertainty: Without clear feedback, employees are left guessing about their performance, leading to anxiety and turnover.
- Chronic underperformance: Problems persist without a clear plan to address them, affecting team productivity.
- Weak team dynamics: Without solid guidance, the whole team can feel the strain, reducing overall success and making it harder to attract and retain talent.
For those who make good use of this important HR practice, a world of benefits awaits. Here’s what you can expect from well-run PIPs:
- Open communication: Honest chats about performance build trust and clarity, bringing your people closer together and reducing anxiety related to feedback.
- Boosted confidence: Clear goals and feedback make employees feel supported and motivated, which can dramatically improve productivity and work satisfaction.
- Stronger relationships: Collaborating on improvements strengthens the bonds between employees and managers, improving your work dynamics.
- Culture of growth: Seeing progress encourages a mindset of continual improvement and engagement.
- Higher productivity: Motivated employees are more committed, enhancing team performance and retention.
In short, handling PIPs properly transforms potential setbacks into paths for growth, benefiting everyone involved.
Let’s Take Your Performance to the Next Level
Effective PIPs can be transformative, turning challenges into opportunities for growth and success. If you’re looking to implement PIPs or enhance your HR strategies, Citation Canada is here to help. With expert content, live support, and professional HR management tools, we can guide you with creating a supportive and productive work environment. Ready to take the next step? Reach out to Citation Canada today to see how we can help you achieve your HR goals.