We have an employee that started with us a few years ago, but his performance has been slipping. We finally decided to put him on a Performance Improvement Plan (PIP), but then we heard some negative feedback on PIPs. Can we use something else to help improve our employee’s performance?
PIPs have been around for a long time, and some employers prefer that route when disciplining employees, but they need to be used with care in the right circumstances.
For instance, an employee is typically put on a PIP as an employer’s last resort, when prior disciplinary measures have not succeeded. However, those prior disciplinary measures may not have been properly detailed to express the scope of the employee’s performance issues. Because of this, employees often see a PIP as a sign they are on the brink of termination, with their work performance constantly being evaluated, potentially creating resentment. Plus, this constant scrutiny can be discouraging for employees, who may not have been aware their work performance has slipped until being put on a PIP.
Another effective performance improvement path is using progressive discipline. When an employer uses that path properly, supervisors and employees have frequent communication about work issues. When a lack of communication causes an employee to think their work performance is just fine, it can be upsetting to them to be put on a PIP abruptly.
Through the progressive discipline...
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