Do Performance Improvement Plans Work?
Posted: 02/15/2012 12:00:00 AM EST | 2
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A standard component of most organization’s human resource policies is a Performance Improvement Plan (PIP). This process formalizes the timing, objectives and monitoring expectations for addressing performance issues.There is no denying the necessity of the PIP process from a legal or regulatory standpoint, but does it deliver expected outcomes?
Unfortunately, PIPs could be considered analogous to
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Contributor:
Kiron D. Bondale |
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Looking at the question, do PIPs work, from a different perspective, my answer is, "Yes." By their very design, they are meant to be the last step in a process. In my experience the percentage of individuals that are on PIPs is very small. As mentioned earlier, supervisory coaching usually rectifies the situation. Not every person hired is going to work out as an employee for multiple reasons. I think the PIP works because it clearly lays out what is expected of the employee and what the supervisor will be doing to assist them on a daily or weekly basis. It makes the employee understand clearly what they need to do. If the employee shows no initiative or improvement, then exiting them from the company is the right thing to do.
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I totally agree with Kiron. When managers learn to properly give pro-active feedback on performance on a day by day and week by week basis, the big issues leading to the ridiculous PIP process just don't occur. Further, the most common implementation of a PIP is to set the documentation in place, give it a safe timeframe of a few months, then sit back and hope the individual will do something different. Thats abdication, not management.
Correctly executed Performance Conversations will conform to legal requirements, take far less elapsed time (you have to learn to make performance management a one-time conversation) and get immediate change.
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