Have you ever put someone on a performance improvement plan?
Our reader poll today asks: Have you ever put someone on a formal performance improvement plan?
– Yes, several times: 66%
– Once: 21%
– Never: 13%
PIPs are a challenge. People sometimes perform below standard and you’ll need to step up and put them on a PIP. When you do, set them up to succeed. Give them clear, actionable feedback. It’s not enough to simply say “do better at xyz.” If they knew how to do it better, they likely would. If you want them to improve their performance, lay out the new behaviors you want them to demonstrate and let them know clear success criteria. Use the same principles you should apply to all performance evaluations. Giving them clarity gives them a chance.
Do you agree with these poll results? Let us know in the comments below!
– Mike Figliuolo at thoughtLEADERS, LLC
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These results were originally a SmartPulse poll in SmartBrief on Leadership which tracks feedback from more than 210,000 business leaders. Get smarter on leadership and sign up for the SmartBrief on Leadership e-newsletter.
I have never used a formal PIP on an employee. I have used some components of a PIP with my children. Although these are useful tools for management, like all tools; they can be abused or misused.
For instance, using a PIP to document infractions that may or may or not be the actual responsibility of the employee as punitive tool for making a case for dismissal is a form of discrimination that hides behind legal requirements.
Although Performance Management has its positive effects on an Organization’s efficiency and profitability, like all management strategies; it can be sorely lacking in some situations.
I am a proponent of dealing with people and employees as individuals. And finding out what they need to do better at their jobs or lives and then implementing the changes that will help them succeed.
I believe that performance plans are a key piece to development with everyone. When we have documents in place and some measurable items to track, we will all focus on the performance more.
The one thing I would like to add to the article is that employees should be a part of the development conversation. If they can identify what they are lacking in and have discussion with the manager on how they can improve, an engaged and focused team player will result. When we advise and just provide feedback, the staff can tune out and be defensive. Having a conversation and include them in the process is a win win for everyone involved.
Mike