–Below is a leadership bullet from Tom’s rifle named Shot–
YOU SAY WHAT? Was that pimp? Okay, PIP. So, what’s that? Performance Improvement Pan. To us rifles, that sounds like training to shoot straight.
Leaders should know how to use a PIP—Performance Improvement Plan. When a subordinate’s performance is repeatedly below minimal standards, don’t make excuses. Doing so will come back to haunt you. (No good deed goes unpunished. Ha.) Instead, put a delinquent on a PIP. Be clear about expectations—what reasonable things have to be done and to what specs. Give milestones with dates for interim expectations. Identify what you’ll do by way of support. Support only—it’s their responsibility. Set a time for follow up. Oh yes, tell the employee the consequences for non-improvement. If in a reasonable time performance is not improved, implement the consequences, such as termination, downgrade, or transfer. Prepare in advance: Write out the PIP, practice your wording, and invite another (e.g., boss, HR) to be present when sharing it with the performer.
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