Performance Improvement Plans: A Leader’s Guide to Turning Things Around
Performance Improvement Plans: A Leader’s Guide to Turning Things Around
What you’ll learn
Skills you’ll gain
As people leaders, many of us will encounter a situation that requires a Performance Improvement Plan (PIP) at some point. However, it is difficult to become an expert on navigating a PIP because it is, thankfully, a rare occurrence, but you most certainly want to be competent when the occasion occurs. In this course, Chelsea Conrad, owner and founder of Proactive Happiness Career Coaching and Training lends her experienced-based knowledge as a people coach and leader to help you successfully navigate the PIP process without having to be an expert. Chelsea begins by discussing the events leading up to a PIP and assessing whether it is the right answer for you. She then walks through the entire PIP process – from crafting the actual document all the way to the ultimate assessment of the outcome of the PIP, and the options for moving forward. Chelsea closes the lesson by providing additional considerations around remote PIPs and noting key takeaways to be mindful of as you get started. After completing this course, you’ll be able to navigate the PIP process like an expert!
Syllabus
Download syllabus-
1
An overview Previews are a movie fans best friend. After this lesson, you'll have a big picture look at what to expect from the entire PIP process. 2m
-
1
Managing performance issues Prior to being placed on a PIP, your employee has likely been struggling with performance issues or incorporating feedback. 2m
-
2
Is a PIP the answer Putting your employee on a performance improvement plan may not always be the solution you need, so making this decision can be challenging. 3m
-
3
Setting the right intentions Approaching a PIP with the wrong mindset wastes everyone’s time, so it's important you go into this process with clear goals and intentions outlined. 3m
-
4
Defining the performance issue In order to achieve the results you're looking for regarding your employee's performance, you'll need to get very clear on what the issue at hand truly is. 3m
-
1
Company protocol As a manager, you'll want to ensure you comply with any existing company policies around a PIP. 2m
-
2
Human Resources involvement Depending on your organizational structure or policies, your HR department may play a significant role in your PIP process. 2m
-
3
Remote PIPs Even when employees are working remotely, you'll likely still encounter situations where a PIP is needed. 3m
-
1
Crafting the document The PIP document is the foundation of the PIP, as it dictates the milestones and areas of improvement for your employee. 2m
-
2
Defining PIP goals A major component of the PIP document is for it to include clear, actionable goals and opportunities for improvement. 3m
-
1
Maintaining the PIP mindset Maintaining your mindset, and the mindset of your employee, can be difficult as you work through a PIP. 3m
-
2
Having the PIP conversation Being prepared for a PIP conversation makes a big difference in your ability to remain level headed and confident in your decision. 2m
-
3
Reactions to a PIP It's natural for your employees to have strong reactions to being placed on a PIP, and some may not be entirely positive. 4m
-
1
PIP role division Both the person placed on the PIP and their manager should have an active role in the process of completing the plan. 3m
-
2
Hosting PIP meetings As you work with an employee on a PIP, you should host regular check-in meetings. 2m
-
3
Involving others in the PIP Over the course of supporting an employee on a PIP, you may require input from others at your organization. 2m
-
1
Assessing results As the PIP winds down, you will be at a crossroads with the employee where you'll need to identify next steps. 2m
-
2
Facing employee termination It's entirely possible that even with a performance improvement plan in place, you will still need to make the tough choice to let an employee go. 3m
-
3
Successful completion In the ideal scenario, your employee will complete the PIP successfully and be back on track. 2m
-
4
Employee demotions or transfers Even if the outcome of the performance improvement plan isn't ideal, the individual may still be a valuable asset to your team or organization. 3m
-
5
Extending the PIP On occasion, it may be necessary to extend the PIP if you haven't seen the progress you were looking for. 3m
-
1
Time to improve! Thanks for watching this course! 2m
Certificate
Certificate of Completion
Awarded upon successful completion of the course.
Instructor
Chelsea Conrad
Chelsea Conrad is the owner and founder of Proactive Happiness Career Coaching and Training. She is committed to helping motivated and positive professionals get what they want from their careers - from identification of career goals and performance improvement to working through career strategy and transitions. As a certified public accountant, Chelsea spent many years in corporate public accounting and industry settings. Her passion for the development of her teams while in the corporate world prompted her to pursue the fields of career coaching and training. Chelsea holds an MS in accounting from the University of Wyoming and considers it her mission in life to help others.
Chelsea Conrad
Career Coach and Training Facilitator
Accreditations
Link to awards
How GoSkills helped Chris
I got the promotion largely because of the skills I could develop, thanks to the GoSkills courses I took. I set aside at least 30 minutes daily to invest in myself and my professional growth. Seeing how much this has helped me become a more efficient employee is a big motivation.
