By Chemistry Consulting Group
Implementing a Performance Improvement Plan (PIP) is not about punishment, it is about providing a structured path to improvement and success for an employee who is struggling. By carefully assessing the situation and using a PIP at the right time, you can help underperforming employees turn their careers around or make informed decisions about next steps, however, this needs to be done with legal compliance and knowledge about Employment Standards and current legislation.
An HR professional at Chemistry Consulting Group (Chemistry) can help ensure that the PIP is clear and measurable, defining performance expectations, timeliness and consequences. Using an HR Professional from Chemistry as a third party can help avoid biases and ensure the delivery of the plan is fair and objective. Managing underperforming employees is one of the more delicate aspects of leadership. Many organizations have managers in place that may not have the experience with structuring and implementing a PIP in a way that fosters improvement rather than creating conflict. The HR professionals at Chemistry can coach your management on how best to deliver this message to the employee.
In this tight labour market however, it is key to try and retain employees rather than terminate and re-hire which is costly and time consuming. However, deciding when to implement a PIP is crucial for its effectiveness. A few thoughts on when to consider contacting Chemistry Consulting Group to have an HR professional assist in developing a PIP for your struggling employee.
When Informal Feedback Hasn’t Worked
The first step in addressing underperformance with an employee should always be clear and constructive feedback. If you’ve had multiple conversations and provided clear guidance, yet no significant improvement has occurred, it may be time to formalize the process with having a PIP developed.
Key Sign: The employee seems unaware or unable to act on previous feedback.
When There is a Clear Gap Between Expectations and Performance
If an employee consistently fails to meet job expectations despite training and support, a PIP can clarify those expectations. It helps both parties align on specific, measurable goals that need to be achieved.
Key Sign: Performance metrics, deadlines, or deliverables are being missed regularly.
When the Underperformance Is Impacting the Team
Underperformance doesn’t just affect the individual, it can impact the entire team’s morale and productivity. If other team members are taking on extra work to compensate or if there is frustration brewing, it’s time to act. A PIP can show the team that steps are being taken to address the issue before it becomes toxic.
Key Sign: Team members express concerns or there is a noticeable dip in team performance.
When the Employee Shows a Willingness to Improve
A PIP is most effective when the employee is motivated to improve. If they’re open to feedback and demonstrate a willingness to learn, a PIP can be a helpful tool to guide them. It provides structure and accountability, offering clear steps to help them succeed.
Key Sign: The employee expresses concern about their performance and is seeking guidance.
When There is Still Hope for Retention
PIPs are designed to help employees succeed, not to serve as a paper trail for termination. If you believe the employee can turn things around with proper support, it is worth implementing a PIP. On the other hand, if improvement seems highly unlikely, it may be better to explore other options.
Key Sign: There are skills or strengths worth developing, even if performance is currently lacking.
Final Thoughts
When used thoughtfully, a PIP can be a powerful tool to boost performance, foster growth, and strengthen your team. We recommend having and HR professional from Chemistry Consulting Group assist as a third-party in this development process for your organization.
Contact Chemistry Consulting Group today to discuss the Performance Improvement Plan process.
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the Lower Mainland of BC all the way to the east coast of Canada!