How to Do Performance Improvement Plans Right

How to use PIPs effectively for your employees

I know what you’re thinking, This sounds so corporate. It does, but hear me out anyway. Performance improvement plans (or let’s just call them PIPs), can save you from severing someone from your company.

If you think everyone deserves a second chance, this is where that knowledge comes into play. It gives your struggling team member an effective plan to give a second life to their performance. Sometimes, people just need guidance — we all lose our way from time to time.

With that said, here’s how to do PIPs the right way.

PIP myths

Before we get into the nitty-gritty of things, let’s discuss how team members often feel when they hear about performance improvement plans. The first thing that comes to their mind is, Oh no, I’m getting fired.

That’s not the case at all. PIPs aren’t supposed to be intimidating. Employees should think of themselves as a helping hand; guidance as to how to improve. Have them think of it this way: if you wanted to fire someone, you’d do just that, not spend time customizing an action plan for those struggling!

PIPs the right way

Performance improvement plans are there to help, not hurt. The correct way to draw up a…