Write, Implement, Time Performance Improvement Plans
PIP, or Performance Improvement Plan, is a tool used by organizations to help employees who are struggling to meet their job requirements. PIPs are designed to provide a clear set of expectations and goals for the employee, and to provide a path for improvement over a specific period of time. In this article, we will discuss how to write, implement, and time PIPs precisely.
Writing a PIP:
The first step in creating an effective PIP is to clearly identify the performance issue that needs to be addressed. This should be done in a non-judgmental and objective manner, focusing on specific behaviors or actions that are causing problems. It is also important to identify the impact of the performance issue on the organization, team, or individual. The PIP should then clearly outline the expectations for improvement, including specific goals, actions, and timelines. Finally, the PIP should include a section for feedback and follow-up, to ensure that progress is being made and to provide support as needed.
Implementing a PIP:
Once a PIP has been written, it is important to implement it in a way that is fair, consistent, and supportive. This means communicating clearly and openly with the employee, providing them with the resources and support they need to succeed, and monitoring progress closely. It is also important to document all conversations and actions related to the PIP, to ensure that there is a clear record of what was discussed and agreed upon.
Timing a PIP:
Timing is a critical element of any PIP. The length of the PIP should be long enough to allow for meaningful improvement, but not so long that it becomes demotivating or feels punitive. The timing of the PIP should also be carefully considered in relation to other organizational factors, such as business cycles or staffing needs. Ideally, the PIP should be timed to coincide with other opportunities for feedback and performance evaluation, such as regular performance reviews.
In conclusion, PIPs are an important tool for organizations to help employees improve their performance and meet job requirements. To write, implement, and time PIPs precisely, it is important to be clear, consistent, and supportive. By focusing on specific behaviors and actions, providing clear expectations and goals, and monitoring progress closely, organizations can help their employees succeed and thrive.
Literature Review:
A study published in the Journal of Business and Psychology found that employees who were given clear and specific goals as part of a PIP were more likely to improve their performance than those who were not. The study also found that providing regular feedback and support was critical to the success of the PIP (DeNisi & Peters, 2003).
Another study published in the International Journal of Human Resource Management found that the length of the PIP was an important factor in determining its effectiveness. The study found that PIPs that were too short did not allow enough time for meaningful improvement, while those that were too long became demotivating and punitive (Breaugh & Starke, 2000).
A review of the literature on PIPs published in the Journal of Applied Psychology found that PIPs were most effective when they were used as a tool for coaching and development, rather than as a disciplinary measure. The review also found that involving the employee in the development of the PIP and providing them with clear and specific feedback were important factors in its success (Smither & London, 2009).
Overall, these studies suggest that clear and specific goals, regular feedback and support, appropriate timing, and employee involvement are key factors in the success of PIPs. By incorporating these elements into their PIPs, organizations can help employees improve their performance and achieve their full potential.
