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Putting an employee on a performance improvement plan (PIP) is uncomfortable for everyone involved. However, a well-crafted PIP can help employees save their jobs and protect employers from liability.
The key to an effective performance improvement plan is communication:
Before a PIP is necessary When you must implement one During the PIP period When it’s complete Talking with employees about performance concerns
When you have that initial chat with an employee about an area that needs improvement, it’s important to make it a real conversation. Instead of simply giving the employee a list of what they’re doing wrong