Implementing a Performance Improvement Plan (PIP) can be a delicate process, and several common mistakes can undermine its effectiveness. Also, it’s never the same for any employee with varied situations coming into play. Hopefully, your next PIP isn’t as severe as this one!
With the industries that we recruit (marketing, advertising, digital, PR) it’s EOFY + Review time. MANY of you will be going onto PIP’s (Performance Improvement Plans) to value overall performance such as work, culture, and attitude – so what’s our advice here at Agency Iceberg?
Check out our top 10!
- Get on board with the PIP! Improve your attitude, meet your assigned goals/KPIs, and work with your colleagues and manager to improve your skills
- Remain calm and collected
- Be articulate
- Come prepared with examples of a powerful performance and areas to improve
- Make a play for your job and express how much you love it and want to continue
- Say you are adaptable to change if you believe it
- Admit you’re not perfect but willing to do what it takes
- Stand your ground if you feel as though you are being misjudged or not heard
- Be open and transparent
- Voluntarily resign
On the HR side of the equation?
Check out these Best Practices for PIP Implementation!
- Engage the Employee: Involve them in the PIP process to ensure they understand and agree with the goals and action plan
- Be Transparent: Make the process as transparent as possible to build trust and ensure fairness
- Focus on Development: Frame the PIP as a development opportunity rather than a punitive measure
- Review and Adjust: Be prepared to adjust the PIP as needed based on the employee’s progress and feedback.
Common PIP mistakes to sharpen up on
Vague Goals and Expectations:
Mistake: Not setting clear, specific, and measurable goals.
Solution: Use SMART criteria to set goals.
Lack of Documentation:
Mistake: Failing to document the performance issues, goals, and steps taken during the PIP process.
Solution: Keep detailed records of initial performance issues, action plans, and progress reviews.
Insufficient Support:
Mistake: Not providing the necessary resources, training, or support for the employee to succeed.
Solution: Identify and offer appropriate support like training programs, and mentoring.
Unrealistic Expectations:
Mistake: Setting goals that are too ambitious or unrealistic given the timeframe and resources.
Solution: Ensure that goals are attainable and consider the employee’s capacity and resources.
One-Size-Fits-All Approach:
Mistake: Using a generic PIP template that doesn’t address the specific needs of the individual employee.
Solution: Customise the PIP to address their unique performance issues and development needs.
By avoiding these common mistakes and adhering to best practices, you can create a more effective Performance Improvement Plan that supports the employee’s growth and contributes to overall organisational success.
Always remember, a PIP should be a two-way conversation to help everyone improve and work together harmoniously! Don’t fear the reaper.
Iceberg is Melbourne’s go-to recruitment company! Specialising exclusively in recruiting for digital, marketing, PR, digital, experiential & advertising jobs. Permanent, freelance and contract roles are available! Sign up to our weekly newsletter HERE.
