Reference no: EM133586941

Performance Improvement Plans (PIPS)

Within any organization, it is critical for companies to understand what their employees are doing and why. If the organization fails to have a system in place that clarifies roles, provides feedback constructively, and understands their employees' strengths and weaknesses it becomes harder for supervisors to lead employees effectively. Performance management is a tool that can help do that. It allows supervisors to not only monitor and assess the work of its employees, but to also help improve their job performances. Performance management utilizes coaching, counseling, feedback, and other performance assessment tools.

One performance management practice I found interesting is performance improvement plans (PIPS), which is a structured plan utilized by organizations to help employees improve their performance and growth. It is specifically for those employees who are not meeting the standards of their jobs (ex. behavior, productivity) or underperforming. Performance improvement plans consist of the following key aspects: the identification of performance issues, clear objectives, a timeline, resource and support, feedback and evaluations, and consequences. When the employee's performance issue is identified, PIPs are then implemented. It outlines the objectives utilizing SMART (specific, measurable, achievable, relevant, time-bound). The employee must achieve the objectives outlined within a defined period. The defined period is usually between thirty to ninety days and is based on how severe the performance issue is. Supervisors also provide support and resources to help employees accomplish their PIP objectives, such as mentoring, training, or coaching. During the performance management plan, the supervisor conducts regular check-ins with the employee, providing them with guidance and feedback opportunities. Last, PIPS may identify the consequences an employee may face if they fail to meet the objectives within the timeline given. Consequences can be anything from additional training to termination.

What I like about PIPs is the importance of communication and fairness. PIPs enhance communication, promoting open and clear communications between supervisors and employees. Communication allows employees to understand what is required and how they can improve, while fostering an environment of improvement and feedback. Also, PIPS align with the organization's goals, promote objectivity and fairness, and address performance issues as opposed to punitive measures. Performance improvement plans provide several benefits for organizations, which includes support for development, stronger work equality, increase employee accountability and satisfaction, and improved employee engagement and productivity. PIPS also lower work errors and the time consumed redoing tasks. The utilization of performance improvement plans can serve as a benchmark for organizations, evaluating future performance improvements.

To make PIPs better, I recommend collaborative goal setting, employee input, and PIP post-support. Collaborative goal setting will allow the employees to be involved in setting the objectives for the PIPs. I believe that when employees have a say so, especially in their goals, they will be more accepting and committed to accomplishing those goals. Also, supervisors should get input from employees regarding the entire PIP process. This will allow supervisors to see things from the perspective of its workers, as well as identify what areas need to be improved. Lastly, PIP post support allows organizations to continue offering feedback and support to its employees, making sure PIP improvements are being maintained. The overall goal is to improve the organization as a whole, and I believe involving employees could help accomplish that.