Clear guidelines for improvement and sanctions for noncompliance with performance standards may be found in a performance improvement plan. If you need help litigating the legal implications of PIPs, you should consult an expert today.
Understanding what a PIP is
A performance improvement plan is a formal document that outlines the requirements that staff members must meet to stay on staff. It usually outlines the precise objectives an employee must meet to be employed, along with the time frame—typically one to three months—by which you anticipate those objectives to be fulfilled.
This official document might act as a last warning to staff members that they risk losing their jobs if they do not achieve the objectives of the performance improvement plan. The PIP should explicitly state your improvement goals and the precise steps you need to take to reach them to simplify the process.
Why some employees need a PIP
PIPs are intended for workers who are experiencing some kind of deficiency. This does not imply that they are not putting in enough effort at work. Quite the opposite. It can result from an inadequate onboarding or training program, an unsettling experience following a leave of absence or temporary assignment, an inability to use the appropriate employee engagement resources or a change in your company’s business strategy.
Because of this, before establishing a plan for performance improvement, it is imperative to determine the underlying reason for any performance problems. A performance management plan can be implemented for various reasons, but they are all justified by the management’s desire to improve the employee’s performance.
Benefits of a PIP
- Encourages a positive workplace environment
When workers are held accountable for their work and are aware of the expectations, they perform well. A supportive work environment where employees know they will receive assistance if they are having difficulties or require further direction to advance in their careers can be strengthened via performance improvement plans. Furthermore, a PIP might lessen defensive responses by emphasizing the positive – what it takes to improve – instead of condemning the problem.
- Makes workers feel taken care of
Employees feel taken care of and supported when supervisors try to create a PIP and specify the precise areas for development or the next steps for progress. Furthermore, the PIP demonstrates to staff members that managers are prepared to spend the time required to offer candid criticism and direction rather than relying on the staff to come to their judgments.
- Saves resources and time
The recruiting and onboarding of new employees are time-consuming and costly processes. To avoid firing failing employees, businesses can wish to give them a chance to improve. This may be particularly true if the worker possesses excellent “soft skills” (such as patience, friendliness, and positive attitude) but needs assistance with particular job-related abilities, like picking up new technologies.