What is a Performance Improvement Plan? How can managers encourage struggling employees to do better, without it leading to firing? This question has become even more important as employers are looking for ways to review the performance of remote employees. A performance improvement plan (PIP) will give workers a roadmap to increased success.

⬇️ FREE Performance Improvement Plan (PIP) template [ Ссылка ]

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How can managers encourage struggling employees to do better? This question has become even more important as employers are looking for ways to review the performance of remote employees. A performance improvement plan (PIP) will give workers a roadmap to increased success.

But these staff evaluation tools are still controversial. They have a bad reputation amongst employees, who see them as one step from a firing. In fact, research shows that some employees see performance reviews as inaccurate and aren’t motivated to work harder.

This means that managers using PIPs should take steps to communicate with employees in a way that resonates. Here, we’ll explore the most effective ways to create and implement a performance improvement plan —without burning bridges with employees.

💡 What Is a Performance Improvement Plan?
A performance improvement plan is a formal document to help employees reach expectations they may be struggling to meet.

Such a plan will offer honest performance appraisal, giving employees insight into performance gaps and areas where they are falling short. After that, it will provide precise steps for how they can do better. A PIP will create a specific timeline with intermediary goals to guide employees and improve performance.

It will also include clear consequences for employees who do not meet expectations. These might range from disciplinary action to termination of employment. Employees presented with PIPs must reckon with their shortcomings in order to become the workers the company needs.

💡 Is a Performance Improvement Plan Bad?
Is a PIP a bad thing? It certainly doesn’t have to be. Employers should never use a PIP as a superficial step before termination. Like salary reviews, pay for performance models, and stack ranking, performance improvement plans have consequences.

However, PIPs do offer a legitimate opportunity for growth. If managers conduct a PIP with the intention of listening to their employees’ perspectives, performance improvement plans can be constructive. If employees are open to change, both may be able to work out a plan and learn from the discussion.

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📖 Chapters

00:00 Introduction: PIP's + FREE Template
00:42 What are the benefits of PIP's?
1:33 Diversity, Equity, and Inclusion (DEI): A Cultural Shift
2:56 5 Key Elements to Create a Successful Performance Evaluation Plan
2:54 Employee Well-being as Priority: Fostering a Healthy Workplace
3:33 Skill Development and Continuous Learning: Navigating the Evolving Job Market
4:11 Are PIP's a bad thing?
4:53 Subscribe

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