5 Quick tips on Performance Improvement Plans (PIPs)

5 Steps to Effective Performance Improvement Plans

A Performance Improvement Plan (PIP) can be an effective tool for helping employees address specific performance issues while providing them with professional growth and development opportunities. When properly implemented, a PIP can help ensure employees are performing up-to-standard while also giving them ownership over their professional development, which leads to increased engagement from all team members! However, managers/leaders must remember that they are ultimately responsible for its success or failure since they are responsible for setting expectations, providing guidance, and ensuring everyone works together towards common goals within their organization.

1. Define Goals: This is the first step in the performance management process for Individuals. It involves defining the organization's objectives and the specific performance goals for the executive that will help the organization to achieve its overall goals. Work with the employee to develop a plan that outlines the steps they will take to meet their goals and improve their performance.

2. Set Standards: This step involves setting measurable standards for the individual’s performance that align with the organization’s goals. Setting realistic goals for improvement with specific timelines. Usually, an action plan is timebound, so be mindful of current projects, PTO, vacations, etc. Rule of thumb: Although exceptions exist, most PIPs should never exceed 60 days.

3. Monitor Progress: This step involves monitoring the individual’s progress toward meeting the set performance standards. Provide specific feedback regularly to ensure that the individual is on track to meet the goals.

4. Provide Feedback: This is an essential step in the performance management process for leaders. Offering regular feedback and support to the individual as they work towards their goals. Hold the employee accountable for their lack of progress (if needed) and re-enforce consequences if they do not meet their goals

5. Review Overall Performance: This step involves reviewing the individual’s performance for the entirety of the PIP. This is important to ensure that the individual clearly understands where they stand in meeting the PIP goals.