As a manager, when an employee is performing poorly, it might be challenging to bring up the subject without offending them. However, if the lack of productivity is starting to impact the organisation, managers must have a conversation. 

Unfortunately, managers sometimes fail to see their employees performing poorly as real people and are quick to hand resignation letters. However, they can use performance management to assess areas where employees need to improve, skills they possess, areas they are excelling and more. This information can help them enhance employee performance by setting individual and team goals that align with the organisation’s strategic objectives. Of course, a key element of performance management is the ability to create a culture of continuous improvement.  

Importance of Performance Improvement

Performance improvement is a strategy that falls under the umbrella of performance management and helps employees improve and perform better. Identifying the causes of poor performance, laying out specific goals for improvement, and giving the employee a chance to make improvements create a culture of accountability, boosts performance, and saves time and resources associated with firing and rehiring. 

A vital performance improvement tool to boost productivity is a Performance Improvement Plan (PIP). 

How can you use a Performance Improvement Plan (PIP)?

A Performance Improvement Plan is used to assist employees in achieving goals they might be having trouble achieving and to try and stop detrimental behaviours. It is a systematic approach focusing on improvement through formal documentation and performance management strategies.  

Benefits of Performance Improvement Plans for Employees:

• Engages employees by giving them the ability to adjust their performance and behaviour
• Gives them precise feedback and highlights specific areas where they could improve
• Demonstrates to employees that the business knows their current challenges

What should be considered for a Performance Improvement Plan (PIP)?

1. Establish clear goals 

You help the employee comprehend their objectives and goals by making things clear. In contrast, failing to provide clarity will only make the employee’s confusion worse. 

2. Communicate with precision 

The process of creating an employee Performance Improvement Plan is collaborative. Both employees and managers should feel free to discuss their current struggles and strategies for achieving higher-level objectives. Make sure, as a manager, that you communicate what you expect.  

3. Address root causes 

Perhaps the steady decline in their work performance has an underlying root cause. So, try to have an honest and respectful conversation with the employee about potential issues by asking questions, such as: 

• Have they recently had a family bereavement or other personal issues? 
• Do they have more significant challenges in their professional lives, or is something bothering them?  

4. Have regular check-ins 

Regular check-ins are crucial for increasing an improvement plan’s success. Regular check-ins offer structure, but more importantly, they give employees a clear direction and stop them from wandering. 

5. Create structure 

The most crucial factor of structure is creating a timeline. As mentioned, track the employee’s performance by setting up formal meetings and regular check-ins. Give employees a clear outline of what you want from them and a timeframe. 

6. Offer extra support/training 

Please do not leave your employee to struggle by themselves. Providing extra support increases the efficacy of your PIP. Going back to the root causes, it is crucial to understand that a lack of training may have contributed to the outcome of subpar performance.  

7. Perform a PIP Performance Review 

Business leaders should schedule review meetings with the employees and managers to review the performance plan’s achievements and shortcomings. The efficiency of the strategy itself should also be discussed, not only the performance of the individual.  

• Did it work as you had anticipated?
• If not, why?
• What could you change the next time to make your PIP stronger?

Why should Performance Management and Improvement be personalised?

According to a recent study by Accenture, the field of performance management will undergo a fundamental transformation as 77% of business executives and employees believe that a personalised performance management approach is necessary to meet the demands of the dynamic workforce. 

Managers can make use performance management to develop personalised Personal Improvement Plans (PIPs). With the help of a comprehensive performance management system, managers will have all the information necessary to create a strong PIP.  

They can use performance management systems to assess the most challenging KPIs and objectives. With all this information at their disposal, the manager will be in the ideal position to design improvement plans that are personalised to each employee. 

Other reasons include: 

Makes the Workplace more engaging

By personalising PIPs, employees can better understand their performance and what they can do to improve. They can also offer feedback about their managers and the business. 

Incentivises Employee Engagement

The organisation can help employees enhance their abilities by identifying the areas in which they need improvement and giving them the training and experience they need to provide high-quality performance. 

Facilitates creating SMART goals 

Based on the performance of the employee, team, and organisation, a performance management system helps define an employee’s SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) and removes any uncertainty or confusion around goal setting. 

How Synergita’s Performance Management Software can help your Employees and HR managers

Synergita’s performance management software enables HR managers to conduct organised, comprehensive, and effective performance evaluations. It helps:  

• Set the appropriate SMART goals to promote transparency and clarity 
• Update your achieved metrics to track your progress 
• Have ongoing conversations about feedback tied to particular goals so you can bring them up in appraisal feedback 
• Make it possible for the non-linear, contemporary organisation hierarchy to manage matrix goals 
• See reports on employees, teams, and organisations’ goal progress 

Synergita’s performance management software (PMS) is an ideal synthesis of continuous feedback procedures and traditional appraisal reviews. You can accurately and effortlessly assess your employee’s performance to measure whether they are meeting their SMART goals and KPIs and develop appropriate Performance Improvement Plans.

To know more, check our products and sign up for a free trial (CTA) to see how we can transform your organisation.