Introduction:
Welcome to our fifth installment of the performance review success series. This week, we guide managers on how to properly administer a Performance Improvement Plan (PIP).
Challenge:
My human resources career spans thirty-plus years. Surprisingly, I’ve found that few managers are confident in their ability to effectively administer a PIP. So, today, I’m sharing twelve steps to administering one the right way. Check out each of the steps below.
12 Steps:
- First, Collaborate with HR – A competent HR representative will help you avoid “red flag” areas and limit organizational risk.
- Next, Consult Legal – Your HR representative will advise you when to include your legal team.
- Third, Use a Standard Form – If your organization does not have a standard PIP form, check out my version on the “Shop” tab on my site.
- Fourth, Focus – Address the employee’s performance or behavior, not the employee.
- Fifth, Use simple language – Make sure that the employee understands what they must do.
- Measure performance – Set deadline dates for work or set the amount of work to be done. This will enable the employee to measure their success.
- Next, Schedule Check-ins – Meet weekly or bi-weekly on the same day. It should not interfere with other work-related meetings.
- Seventh, Do not miss meetings – These meetings are tools to track the employee’s performance. If you, the manager, make them an important part of your schedule, the employee will, too. Moreover, the employee will feel valued.
- Ninth, Document – After each meeting, send an email that summarizes what the two of you discussed.
- Next, Make a Decision – As the PIP expiry date approaches, determine if the employee’s performance meets requirements. , mostly met requirements, or did not meet requirements.
- Inform the employee – Let the employee know if they meet requirements, or not.
- Most importantly, Take final action – Either, end the PIP. Extend the plan for thirty to sixty days. Or, as a last resort, end employment.
Conclusion:
In conclusion, these steps create the pathway to successful employee performance management. The right mix of accountability, commitment, and communication will lead to employee success or confirmation that success is not possible.
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Until next time, on-the-job success to all.
