There is a common perception that Performance Improvement Plans (PIPs) are a tool used to manage employees out of an organisation. However, this is where we need to myth bust and set the record straight. A PIP exercised properly provides an excellent opportunity for an employee to develop and thrive!
A PIPs true purpose should always be to drive genuine improvement and give employees the chance to succeed. This is because, when applied correctly PIPs can effectively address performance concerns, support development, help ascertain training gaps and build a stronger, more engaged employee (and workforce).
An employee PIP is an opportunity to identify specific gaps in performances, set objectives and therefore provide clarity on the expectations. However, in doing so, providing structured support to enable employees to achieve these improvements. They should truly be a collaborative experience between the employee and their manager, used to unlock potential when used correctly. There is a responsibility on both parties to play their part.
When it is clear to employees that they are given a fair opportunity to improve and thus succeed, the benefits will ripple across an organisations This is because successfully implemented PIPs can enhance morale, reduce turnover and foster a culture of accountability and continuous improvement. In addition, it can reduce recruitment costs and the operational disruption of staff turnover.
With transparent communication, realistic goals, and effective management, performance improvement plans can live up to their name, fostering growth and success for both employees and organisations.
Addressing the Negative Perception
Due to the negative stigma that PIPs have gained, because of poorly executed examples such as where employees feel blindsided, unsupported or set up to fail. It is so vital that this perception is counteracted immediately.
To achieve this, we recommend:
- Communicating transparently on performance: Make sure that employees are receiving timely and objective feedback on a regular basis. When a PIP is required, be clear about the purpose of the PIP and emphasise that it is a development tool, not a punishment. Be clear in your communication and allow the employee time to reflect and ask questions.
- Set realistic goals: Objectives must be achievable within the timeframe that is provided. Include employees in this part for their feedback.
- Provide resources and support: Equip employees with the tools, training and guidance they need to succeed. This includes regular supervision and feedback on progress during a PIP. Otherwise, this will resemble sending someone on a treasure hunt blindfolded and with no map.
If you ensure that PIPs are framed in a constructive and positive light, this can help organisations foster trust and demonstrate their commitment to employee growth.
Key Components to Effective PIPs
To enable a PIP to be successful in achieving its intended purpose, there are some key components that you must guarantee are in place:
- Clear documentation: Provide a clear description of the specific performance issues, including facts and examples, along with what the desired outcome is and what the measurable goals are to attain this.
- Regularly Check-in: Agree to a schedule with the employee where you will frequently check in to discuss progress, provide feedback (both the manager and employee), and address as needed.
- Collaborative approach: If you involve the employee in developing the plan they will be more engaged and therefore invested in progressing.
- Training for managers: Don’t set the manager up to fail, ensure they are equipped to deliver PIPs effectively. This includes how to have constructive conversations and providing ongoing support.
Ultimately, if you provide the right framework for a PIP, there is every chance that the individual will improve and you will have an asset within your organisation. Equally, if you have managed a PIP correctly and fairly, with the right framework, but the employee does not improve then you know you have done all you can and you will have sufficient evidence to manage a compliant and fair performance management process.
At View HR, we understand that implementing an effective Performance Improvement Plan can be challenging. Our team of HR professionals can help you design, implement, and monitor PIPs that foster genuine growth and engagement. From setting realistic goals and providing training for managers to ensuring legal compliance and ongoing support, we’re here to guide you every step of the way.
If you’d like to learn more about how we can support your organisation, please contact us. We look forward to helping you create a positive and high-performing workplace.
