Why PIPs seldom succeed
When you implement a Performance Improvement Plan (PIP) with a team member, what’s going through your mind?
Likewise, when you inform a team member, that they will participate in a PIP, what do they believe?
I’m always curious about how leaders respond when I ask:
Do you think the person can change their behaviour and performance standards?
Do you believe the person wants to change their behaviour and performance standards?
What is your desired outcome from the P.I.P.?
I suspect, like most other leaders, your answer to Q1 is no, to Q2 is no, and to Q3 is, ‘I’d prefer they leave the organisation.’
A wise mentor once told me, “If your people succeed, it’s thanks to you; if they fail, it’s because of you.”
Rather than look to a PIP as a ‘prescribed process’ for you to ‘safely sever ties’, here’s how to make it a Purposeful Intentional Partnership so it’s a most valuable and mutually beneficial relational experience:
Purposeful – focus on the team member’s strengths and what they are best at, so they have a greater impact.
Intentional – declare your unarguable intention to support the team member and invite them to explore new ways of thinking and doing.
Partnership – reveal your uncompromising commitment to encourage the team member, and to align to mutual expectations.
COMMITMENT
Rather than waste your and others’ time and energy implementing a Performance Improvement Plan, invest time and energy in a Purposeful Intentional Partnership with all team members. Then notice the difference.
May you flourish