The frequency of such incidents could be decreased with the aid of an employee performance improvement plan (PIP), but many employees find reviews and feedback to be unsettling. Nevertheless, if you follow a few guidelines & examples, you can succeed.
A performance improvement plan is essentially a document that identifies issues & barriers in an employee’s workflow & suggests potential solutions. Contact a lawyer to learn about performance improvement plan law guides today!
Benefits and drawbacks of PIPs
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Benefits
When implemented correctly, a PIP should assist staff members in overcoming obstacles pertaining to performance, time management, attitude, & other areas.
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Increases employee retention rates
Retaining competent employees is crucial because it can be challenging to find them. A PIP can assist with that as well. Consider giving an employee a second chance if they are not performing, for instance. Rather than firing them, you can keep reviewing their work, provide thorough documentation outlining the changes you believe they should make, & provide them with the necessary support.
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Drives conclusive outcomes
PIP could be useful in the short term, but establishing a performance management process is ideal for long-term workflow maintenance. This is primarily because a PIP, helps you to set clear risks & rewards for employees’ action plans. The employee gains control over what needs to be changed & when enabling them to demonstrate their abilities.
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Cultivates accountability
Adding a low-performing worker to a performance improvement plan (PIP) can foster a sense of responsibility. It demonstrates to the workforce that management values employee empowerment—but only when those employees are making the necessary efforts.
- Drawbacks
There are a number of good reasons why performance improvement plans have been the target of fierce criticism in recent times. Let’s now examine the typical downsides to be aware of:
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Consumes time
Some staff members embrace PIPs & become fully engaged quickly. Others will take some time to catch up & realize what needs to be done in the meantime. Before you can assess the employee’s performance, you may need to observe them for an average of 30 to 90 days.
Remember that the employee may become sidetracked from their regular responsibilities while they are focused on making sure every box on the action plan is checked. This is especially true in cases where the plan has many ambiguous goals that are hard to achieve fully.
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Risks hostile responses
A performance improvement plan may cause some employees to exhibit toxic workplace behaviors, but regrettably, not all people handle constructive criticism well. If they already believe they do not need a PIP, this is even more common. Therefore, they might misbehave, interfere with work, or take a leave of absence while they hunt for employment.
If the angry worker manages to lower morale, things could even get worse. It is crucial to complete these performance improvement plans correctly because, before you know it, the company’s plans will have completely lost their credibility.
