You want every employee to meet or exceed all performance criteria. However, there can be instances in which a worker falls short of performance standards. In these cases, a performance improvement plan (PIP) may be beneficial for this worker and your business.
What Is a Performance Improvement Plan?
A PIP lets you notify an employee about any performance deficiencies that hamper their success. The plan allows you to address a worker’s failure to meet certain performance goals. Or, you can use the plan to explore ways to mitigate any worker performance concerns.
What Are the Benefits of a Performance Improvement Plan?
With a PIP, you can help an employee improve their performance. The plan lets you share your feedback regarding a worker’s performance, along with steps an employee can follow to improve. In addition, the plan can motivate a worker to become more productive and efficient than ever before.
Are Performance Improvement Plans Effective?
PIPs can be successful if they are developed and implemented properly. For instance, a company can use a PIP to outline an employee’s shortcomings. The company can also explain how the worker can make improvements. It can share insights to ensure that the employee stays on track as they try to get better at their job. The company can assess the worker’s results in the weeks and months after a PIP is executed. That way, the business can verify the employee can succeed.
Conversely, PIPs offer no guarantees. Even if a company devotes substantial time, energy, and resources to developing and executing a PIP, employees may still struggle to achieve various performance goals. At these times, a company may need to terminate a worker. But, the business can take solace because it allows its worker to bolster their performance.
Tips to Develop and Implement an Effective Performance Improvement Plan
Here are three things you can do to develop and implement a PIP that delivers your desired results.
1. Establish Clear Goals
Figure out what you want to accomplish with a PIP. Then, create plan goals and determine the steps an employee will need to take to achieve them.
2. Maintain a Positive Outlook
Offer ongoing support to an employee as a PIP gets underway. Be ready to respond to a worker’s concerns and questions. If you maintain a positive outlook, your worker will likely do the same. This can lead to positive results for both your employee and your business.
3. Define the Consequences
Ensure a worker knows what to expect if they do not meet myriad performance standards following the execution of a PIP. If an employee’s performance does not meet your business requirements, you should be prepared to follow through on any actions defined in the worker’s PIP.
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