This video is from the Managing Compensation and Performance online training course. Click here to view full course: www.knowledgecity.com/en/library/L373339412/managi… Performance Improvement Plans or PIPs, are powerful tools for addressing and improving employee underperformance. To develop performance improvement plans, establish clear performance expectations for every role. These expectations can be based on job descriptions, goals, and key performance indicators. When employees understand what is expected of them, it becomes easier to identify underperformance. To identify underperformance, continuously monitor employees through regular check-ins, feedback sessions, and performance evaluations. Metrics provide an unbiased view of an employee's performance and highlight improvement areas. Data driven analysis is particularly valuable when discussing employee performance issues because it provides concrete evidence for your assessment. One of the most common signs of underperformance is a noticeable decrease in the quality or quantity of an employee's work. To identify discrepancies, compare their current output to established benchmarks or previous performance levels. Consistently missing deadlines or failing to meet project milestones can indicate underperformance. Pay attention to feedback from colleagues, customers, or clients who have noticed performance issues. These groups may notice issues that aren’t apparent to managers or HR staff. Changes in attitude, decreased engagement, or increased absenteeism may also signal underlying performance issues. Once you have identified underperformance, you can begin creating performance improvement plans. The PIP sets specific and measurable goals to address the areas of underperformance. The PIP also sets timelines for achieving these goals, and an average PIP typically ranges from 30 to 90 days, depending on the performance issues. The PIP focuses on encouraging improvement rather than punitive measures, but it is important to communicate and enforce the consequences if there is no improvement. In serious circumstances, this could mean termination. Balance accountability with support and development strategies. You want to show the employee that you care about them and their growth, but they should try to improve their performance and follow the PIP. Some employees may benefit from additional training or skill development, while others may need mentorship or coaching in their PIP. To support employees as they work through the plan, managers should be willing to offer ongoing guidance. Encourage open communication channels where employees can seek clarification, express concerns, or provide feedback on their experience. To motivate employees, highlight how fixing performance issues can lead to career advancement and personal growth. Encourage employees to view this process as an opportunity for professional development instead of remediation. When employees are involved in creating the or PIP, they are more likely to take ownership of the process. Encourage employees to monitor their own progress with tools or templates for self-assessment. Regularly solicit feedback from employees on how the plan works for them. Are they receiving the support they need? Do they have any suggestions for adjustments? It’s important to document the PIP, including: The employee’s performance issues Their objectives A timeline with milestones for each objective The resources or support mechanisms that were given to the employee And the consequences of noncompliance with the PIP Performance improvement plans hold employees accountable for their performance and provide the necessary support and development opportunities. PIPs help employees overcome challenges, improve performance, and contribute positively to the company.
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