The Right Way to Use a PIP

Do you want to put someone on a performance improvement?

If giving a PIP is the right thing to do, here's how to make it as successful as possible to help the person change their behavior and save their job, but also as a process that reflects well for all the other members of your team who aren't on the performance plan.

Have you found yourself in a similar situation before? What do you think about performance improvement plans? Let me know in the comments.

Watch this next: Want a Promotion? Here’s What You Need to Know:    • Want a Promotion? Here’s What You Nee...  

Consequences For Not Being Accountable: https://lianedavey.com/consequences-f...
Don’t Include Feedback in Year-End Reviews: https://lianedavey.com/dont-include-f...

Chapters:
How to use a performance improvement plan - 00:00
1) Be specific - 00:46
2) Future focused - 01:47
3) Make expectations clear - 02:17
4) Provide feedback - 03:30
5) Stick to the timelines - 04:05
6) Don't delay decisions - 04:28
7) Seek help from HR - 05:30

My book on using productive conflict to get your team and organization back on track:
https://www.lianedavey.com/goodfight/

About me:
I've never climbed Mount Everest (and never will). So far, I've never been in space. I don't even have an Olympic gold medal (although I did win the Grade 9 Phys Ed award). But the prize for solving the most difficult team challenges is named after me (no, not really, but someday it probably will be).

For the past 25 years, I've researched and advised teams on how to achieve high performance. Known as the “teamwork doctor,” I've worked with teams from the frontlines to the boardroom, across a variety of industries, and around the globe from Boston to Bangkok. In working with hundreds of teams, including 26 Global Fortune 500 companies (and counting), I've developed a unique perspective on the challenges that teams face – and how to solve them.
https://www.lianedavey.com/about/

Connect with me:
  / lianedavey  
https://www.lianedavey.com

#psychology #leadership #accountability