A Performance Improve Plan (PIP) should be a coaching tool.
Not a weapon to terminate an employee.
Here’s a simple checklist for doing a PIP right:
1️⃣ The person conducting the PIP should be ideally be more senior than the employee.
📌 It’s important to pick the right person so they can asses the employee fairly and are capable of helping them improve.
2️⃣ Identify the gap early.
📌 Be specific. For example, “Missed sales target by 15%” is better than “Not performing well.”
3️⃣ Establish SMART Goals and focus on “A” for Attainable.
📌 Both the manager and employee must understand the expectations and the measurable goals. Make sure the goals are attainable, and not set up in a way that makes it harder for them to perform.
4️⃣ Set a realistic timeline.
📌 1 to 3 months is standard. Anything less feels like an ambush.
5️⃣ Provide support.
📌 Training, mentoring, job shadowing. Give them a fighting chance to succeed.
6️⃣ Document everything.
📌 Meetings, progress updates, feedback. So no one “forgets” what was discussed.
7️⃣ Review & decide fairly.
📌 If the employee meet the goals, close the PIP. If not, explore redeployment before termination.
The goal of PIP is simple.
Help the employee win, so the company wins too.
Hope it helps.
xoxoxo, AuntyHR
