<aside> ‼️ PIPs do not work in every context so using them for the resolution of performance issues is a 100% optional.

</aside>

<aside> 👀 What is a PIP? It’s a tool that gives employees with recurring performance issues (this ranges from not delivering results, to a certain value mismatch, communication issues, poor behaviour, etc.) an opportunity to resolve them and get back to succeeding at their job. Creating a performance improvement plan will look very different, depending on the team affiliation and specific work tasks. It also depends on if there are personal issues involved that may have lead to the current situation. In other words, there isn't a "one-fits-all," but there are some tips to keep in mind while setting up a PIP.

</aside>

This is not a "how-to" guide, but some selected info on what to keep in mind in case you decided to create a PIP for an employee.

The three main reasons to put someone on a PIP

• When a team member has traditionally been a good employee but started showing a downwards trend in performance and fulfilling their duties/work tasks (this includes soft skills-related topics like teamwork, communication, leadership, etc.). Also, when candid and repeated feedback didn't fix the issue
• When a team member is having ongoing personal problems that affect their work performance
• When a team member has been promoted to a new role and seems to struggle with it

The first steps

• Before putting someone on a PIP, make sure you had several conversations (1:1s) about the performance issues, so it doesn't come as a surprise being put on a plan.
• Involve Head of People, let her know you have a team member that is struggling, and that needs more than just regular support.
• Once you have had the official conversation with that person, let the Head of People know so one of People Ops can reach out and be that person's PIP Buddy. The PIP Buddy serves as a support system and consultant, the go-to person for doubts or questions. This PIP Buddy also supports both the TL and the team member by ensuring the root cause of the issue(s) is identified and all parts of the plan and action steps are understood and precise. A PIP Buddy also checks in with that person regularly to see if they need support.
• The PIP Buddy should be kept in the loop from the TLs side, too, so all three operate based on the same information (as long as it's not confidential).

Let's talk about some details...

Who should create the PIP?

Surprise, surprise... it depends.

If you want to put someone on a PIP for purely work reasons and clearly identify all points of improvement and how they should be achieved - you should write the PIP.