Performance Improvement Plans
Consider Putting a Replacement Player on a PIP if you Believe they Have the Potential to Become a C Player or Higher.
A PIP should indicate a commitment on your part to help the team member improve, not as a way to vent your frustrations as a manager or to start the termination process.
A PIP should include the following:
- Clearly stated behavior modifications
- Realistic, achievable, and measurable results
- Realistic time frame and deadlines
- Appropriate training where necessary to develop skill set in under performing area or areas
- Addressing individual issues or personal habits--such as tardiness, lack of courtesy in workspace, etc., that are undermining team member's potential for success
- Details on how often you will meet with the team member to measure improvement and provide support
- Clearly stated consequences for both meeting the objectives and measurables of the PIP and failure to meet the objectives and measurables of the PIP
Once you have drafted the PIP, review it with your HR department.
- Ensure the PIP is aligned with company policies, values, and objectives
- Specifics regarding the unacceptable performance should be given, including dates and detailed explanations.
- Attach the job description
- Get clearance from HR department for implementation of the PIP
- Meet with the team member and initiate the PIP
Further Reasons to Consider Using a PIP Plan:
- Common risks associated with terminating an team member without proper documentation include a costly wrongful termination, discrimination or retaliation claim—especially if the team member meets any of these conditions:
- Is in a protected class
- Has a known medical condition
- Is on a medical related leave of absence
- May have been subjected to a hostile work environment
- Has filed a sexual harassment complaint