Everyone has their ups and downs, and that means in their work as well. It might be underperformance or inappropriate performance.

Too often, executives don’t address it early enough, then approach HR, and with frustration, implement a Performance Improvement Plan with a disciplinary hearing purpose.

With greater empathy showing better results for businesses over the decades, we would like to propose new approaches for businesses.

Establish a Performance Improvement Plan designed to have an outcome of a more successful employee, a more motivated team (observing your support of their team member) and the possible improvement of failing processes in your business.

“Old-fashioned” reviews, i.e. review processes used today which have been inherited, have been proven to only be 43% effective and 72% believe the review is inaccurate. Still, they sign it to get out of the office. That’s a waste of everyone’s time and money.

This is possibly more resource-light versus termination and creates a culture of independence, loyalty and self-improvement.

The Positive Outcomes

Having encouraging performance improvement plans (PIPs) will help employees experiencing challenges and will show the team that everyone is respected. It will also show the team that the company wants THEM to succeed, and through THEM, then achieve company success.

A positive PIP says that the company understands that its team has times of challenges, has long-term goals, and the company wants to help them be successful. This breeds loyalty, care and productivity.

PIPs outline in detail any challenges, work or behaviour, that need to be changed as well as the cause, the solution and the support available.

When Are Performance Improvement Plans Helpful?

PIPs should not only be used in times of challenges but also for staff who have outgrown their jobs and want to step into a new role. The PIP will establish a gap analysis. This will help remove negative connotations being connected to PIPs whilst supplying a structured transition process for the growing staff.

When you spot productivity dropping and off days increasing, and there is a clear trend, then positive change and improvement should be started. The overall outcome that everyone should strive for is the opportunity for the employee to right the ship rather than a tool for firing. Managers should seek out what employees need to succeed.

What Makes A PIP More Successful?

  • Make the PIP a collaborative process.
  • Issues should be true, specific and supported with examples.
  • Focus on the positive things that the employee time with the company.
  • Make the new goals precise, clear and measurable.
  • Set up mentoring meetings with the staff member. Minimum every 30 days with you taking notes and once a week short, uplifting chats.
  • Listen to their concerns along the way.
  • Focus on progress.

Just as much as success and progress must be focussed on, it should also be made clear that if success is unattainable, then another course of action will be required – this should be understood from the beginning. Want to learn more about HR? See the Top 10 trending HR questions for 2020!

If you do not have the time to do this, don’t ignore it, bring a professional [https://freshhrinsights.com.au/contact-us/] who can work side-by-side with you developing a positive, productive performance improvement plan. Don’t rush through the process into a disciplinary hearing. It costs time, money and general productivity of the team.