It's never too late to make a change and the sooner you start recognising your best people the better they'll perform. The good news is that you can quickly uplift their spirits with a reward and recognition scheme. A lack of appreciationĮverybody wants to feel appreciated, and failing to recognise your best talent will leave you with a disheartened team. So, in these instances, you should have an honest chat with your colleague before starting the PIP process. Personal or professional issues can create momentary lapses in judgement, or be a source of distraction. If a person's performance has suddenly dropped, external stressors could be the cause. Here are some of the most common reasons an employee's performance is not meeting your expectations: A strain on wellbeing There are many reasons when a performance management plan is an appropriate course of action, but the common thread is that, from a management perspective, you wish to see a change in their performance. That's why it's crucial to identify the root cause of any performance issues, before setting up a performance improvement plan. It could be that an employee has had an insufficient induction or training, that they aren't using the right employee engagement tools, or that there has been a pivot in your business model. This doesn’t necessarily mean that they are not working hard enough. PIPs are designed for employees who are operating at a deficit of some form. Why do some employees need a personal improvement plan? The criteria for the ‘success’ of a performance improvement plan can be anything from completing extra training to more regular check-ins with a manager, depending on the situation and goals of the company and employee. This layout is exactly how you can expect a PIP to look like. If you remember these outlined your performance, successes, challenges and the goals you should be aiming for. You can compare a PIP to your old school report cards. Well, it’s fairly self-explanatory but to put it plainly, a performance improvement plan (PIP), or sometimes known as a performance review, is typically a formal document that outlines any existing performance issues, while also outlining goals to tackle the productivity issues. So, let's take a look at when an employee performance improvement should be implemented, and what it should look like. In this situation, the best approach is to implement an intelligent performance improvement plan that encourages an employee who is struggling to succeed. This is made even trickier when the employee does not recognise the issue themselves. It’s important to find the balance between giving an employee a nudge in the right direction and supporting their growth and happiness in the workplace. Yet it’s a conversation that needs to be had, especially if a lack of productivity is beginning to affect others. If an employee is underperforming it can be a difficult topic to broach without causing offence. There’s no doubt it’s a tricky situation.
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