Performance Improvement Plans Work!

Putting an employee on a PIP is not an exercise to get one step closer to termination. Take a walk with me… Four weeks ago, I met with the President and VP to discuss their high concern about a 35-year employee of the company. They felt they were in a rock and a hard place. Nothing worked before. They talked to the employee several times with limited improvement. For them, termination was the only option.

I saw differently. Plus terminating someone with such tenure puts the company at risk if not done well. I said we must put the employee on a PIP and do this right. I gathered all the concerns and did my due diligence to learn the facts (not emotion or feelings but facts – important). I presented the PIP to the employee with genuine concern and kindness but was firm yet fair.

Fast forward to now. The employee is THRIVING. He said this was the “kick in the butt” he needed to get refocused. Everyone around him is being impacted positively by his change in attitude and his mentorship toward others. Management is thrilled. He is doing better work now than ever. It is a success!

We saved the relationship with this employee. No re-hire and replacement costs. No training for a new hire. No legal exposure.

PIP’s can make a positive difference. I have done many. Yes, some were very successful, and others, well, termination was the outcome. Employers owe it to employees to give them every tool for success. By addressing performance “Stop, Start, Keeps” the employee has a clear picture of expectations. After the PIP is presented, it is up to the employee to “own” their job and start shining…. or not. The company has done it’s due diligence to address performance concerns.

For the most part, employees do not come to work planning on “screwing up”. Leaders MUST give timely feedback on performance. The lag time between when you see/learn of a misstep needs to be close to zero. Leaders have to address it in a very timely manner. Don’t forget to document your conversations.

Coach in private and Praise in public.

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Patty Millerhttps://www.millernet.ca/
I have 20 years of progressive Sr. HR Experience, as President of MillerNet HR Solutions, I provide Custom, Confidential Sr. HR Business Services in all industries. ANY HR function is successfully addressed. Very strong in Operations with high business acumen. We help you make/save $. We look at ways to save time & reduce $ and improve your bottom line. Succession planning, Business Optimization, Career Coaching, fit for purpose hiring on how you are wired. Complex Documentation for any requirement. Expert Profiler using Core Values Index CVI. Proficient Investigator- Bullying, Safety incidents, Performance, etc. Hired 1000+ people, w 94% retention. Terminated 130+ people with zero litigation. I inspire positive change, empower leaders & ignite performance solutions while working under your brand. Powerful! Having an Executive HR background compliments my leadership coaching since Coaching & HR all go back to day to day business. "Effective Leaders outperform Ineffective leaders every time" ~W.A. Adams. Let’s point everyone in the same direction at the same time & reap the rewards! I GUARANTEE improved Leadership Effectiveness when you work with us! Leadership Effectiveness is the key to improved EVERYTHING - ROI, Productivity, Career Fulfilment & more. Through “Influence Genius – An Executive Leadership and Coaching Company”, we work with leaders in transition who are new to leadership or for leaders who are taking on additional/new responsibilities through Re-organizations, M & A or Downsizing, Team and 1:1 leadership development. This is REAL straight talk grounded in science on how & why we react to situations based on how we are hard-wired. We equip you with the tools to see how you naturally lead & set you up to be a leader that is embraced rather than a boss. Who does not want that?

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Jack Bucalo
Jack Bucalo

PP’s work when they are performed well as you have shown. What’s more important is to have the performance appraisal and review to work well. https://bizcatalyst360.com/performance-review-the-right-way-to-do-it/ Hope this helps you Patty. Jack

Anonymous
Anonymous

Great insight Jack. Thanks for the share. This topic is always a sensitive one but highly required. Cheers.

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