From the Experts: Multiple Ways to Improve Employees’ Problematic Performances

We have an employee that started with us a few years ago, but his performance has been slipping. We finally decided to put him on a Performance Improvement Plan (PIP), but then we heard some negative feedback on PIPs. Can we use something else to help improve our employee’s performance?

PIPs have been around for a long time, and some employers prefer that route when disciplining employees, but they need to be used with care in the right circumstances.

PIPs, If Not Done Carefully

For instance, an employee is typically put on a PIP as an employer’s last resort, when prior disciplinary measures have not succeeded. However, those prior disciplinary measures may not have been properly detailed to express the scope of the employee’s performance issues. Because of this, employees often see a PIP as a sign they are on the brink of termination, with their work performance constantly being evaluated, potentially creating resentment. Plus, this constant scrutiny can be discouraging for employees, who may not have been aware their work performance has slipped until being put on a PIP.

Progressive Discipline

Another effective performance improvement path is using progressive discipline. When an employer uses that path properly, supervisors and employees have frequent communication about work issues. When a lack of communication causes an employee to think their work performance is just fine, it can be upsetting to them to be put on a PIP abruptly.

Through the progressive discipline process, supervisors give warnings to employees, starting with oral warnings, then written warnings and sometimes suspensions. At each step, supervisors should explain to the employee the issues with their job performance.

Training Supervisors

Of course, this means that the supervisors need to be trained to handle employees’ performance problems, including using progressive discipline. Human resources should train and help supervisors, including when human resources needs to be involved in performance management and disciplinary actions.

If done carefully and with proper supervisory support and training, a PIP can still be a helpful tool to address recurring performance issues.

CalChamber members can also read more about Making Disciplinary Decisions and Performance Improvement Plans in the HR Library. Not a member? See what CalChamber can do for you.

Column based on questions asked by callers on the Labor Law Helpline, a service to California Chamber of Commerce preferred members and above. For expert explanations of employment laws and Cal/OSHA regulations, not legal counsel for specific situations, submit your question at hrcalifornia.calchamber.com.