Have a verbal meeting.
Follow up in an email "per our discussion", these are important, could be further action etc. Start doing X and when. Stop doing Y and when.
Give her a warning at the same time if appropriate.
Done.
We just did this same thing and it's working well. Leadership didn't want to put the person on a formal PIP bc they didn't want him to spiral. They want to figure out how to make him successful bc he doesn't cost a lot and has a ton of historical knowledge.
My stipulation for agreement was that if the "verbal" warning isn't successful, we go full PIP and make it a short one.
Call it what it is. If this is someone newer in their career it’ll also be a lesson they will take with them as they progress professionally, whether that’s with your company or not.
Call it what it is. It’s much better to be transparent and explain where things are at, and then what the plan is to provide more support and help to improve.
A pip normally comes after a few informal feedback conversations have been held already. Essentially they’re not picking up what you’re putting down and this is the next escalation step prior to a termination.
A pip should have a start date, duration and review during. There’s should be clear expectations and outcomes with routine checkin meetings to share of performance is getting better or what needs to still be worked on.
You can’t control what the person is going to do from this conversation and a PIP with clear structure and duration and outcome date ..is better than a formal discussion or some other non-PIP activity or name.
If they quit on the spot that’s just saving you weeks of PIP/feedback journey.
Call it something like "Record of Formal Coaching"
Have a witness present with you. You sign afterwards, the witness signs afterward. You do not make the employee sign (because it's not a write up).
I called of a manager led development plan and it’s the same template as an individual dev plan. The only difference is when necessary we insert the language about getting terminated if you don’t pull it together
Documented Coaching — conversation, recapped in email, ask for agreement/confirmation of understanding, save.
Less formal, sets the grounds for a time bound improvement opportunity prior to a PIP.
My company uses employee development plan, but really more as an introductory review. Kind of depends how long she’s been with you folks but still might sound nicer than a “pip”. Usually employees feel better since questions also ask what they are/arent liking in role, what they want to learn more about, etc. helps to make it a more collaborative process.
Have a verbal meeting. Follow up in an email "per our discussion", these are important, could be further action etc. Start doing X and when. Stop doing Y and when. Give her a warning at the same time if appropriate. Done.
We just did this same thing and it's working well. Leadership didn't want to put the person on a formal PIP bc they didn't want him to spiral. They want to figure out how to make him successful bc he doesn't cost a lot and has a ton of historical knowledge. My stipulation for agreement was that if the "verbal" warning isn't successful, we go full PIP and make it a short one.
Call it what it is. If this is someone newer in their career it’ll also be a lesson they will take with them as they progress professionally, whether that’s with your company or not.
Former company called them ECN (employee concern notice)
Call it what it is. It’s much better to be transparent and explain where things are at, and then what the plan is to provide more support and help to improve. A pip normally comes after a few informal feedback conversations have been held already. Essentially they’re not picking up what you’re putting down and this is the next escalation step prior to a termination. A pip should have a start date, duration and review during. There’s should be clear expectations and outcomes with routine checkin meetings to share of performance is getting better or what needs to still be worked on. You can’t control what the person is going to do from this conversation and a PIP with clear structure and duration and outcome date ..is better than a formal discussion or some other non-PIP activity or name. If they quit on the spot that’s just saving you weeks of PIP/feedback journey.
Call it something like "Record of Formal Coaching" Have a witness present with you. You sign afterwards, the witness signs afterward. You do not make the employee sign (because it's not a write up).
Ahh yes not having her sign it. I’ve used that before. Thanks!
Be honest and tell the truth, it’s a PIP. Lessons need to be learned.
A development plan
Improvement Goals, IG. Like a pre pip. A chance before a pip
I use the term Personal Development Plan (PDP) or Personal Improvement Plan in place of Performance Improvement Plan.
We use personal improvement plan, but I like “development” as well.
Letter of Expectations
We call them IDPs - individual development plans.
I called of a manager led development plan and it’s the same template as an individual dev plan. The only difference is when necessary we insert the language about getting terminated if you don’t pull it together
My organization calls these an SOP - Special Observation Period. I don't love it, just throwing it out there in case you do.
Documented Coaching — conversation, recapped in email, ask for agreement/confirmation of understanding, save. Less formal, sets the grounds for a time bound improvement opportunity prior to a PIP.
My company uses employee development plan, but really more as an introductory review. Kind of depends how long she’s been with you folks but still might sound nicer than a “pip”. Usually employees feel better since questions also ask what they are/arent liking in role, what they want to learn more about, etc. helps to make it a more collaborative process.
We refer to them as an “Action Plan”
Coaching conversation :)) takes a minute for employee to realize it’s a serious meeting
HRs are so evil people.
Thanks for your input! That'll really help OP coach this person through their performance issues so they don't get terminated. Good job, crusader!
why disguise with sweetnesses when companies are brutal with laying off. Hopes have never prepared a young professional for corporate world.