Post by Rachel Chase, SPHR

I’ve always said that a Performance Improvement Plan (PIP) should never be viewed as a punishment. It’s a tool to ensure an employee has what they need to succeed when they are not meeting expectations. This is a good flow chart to remind leaders of the steps to take before moving to a PIP. A well-structured PIP is about partnership, support, and accountability. When done right, it can be a pathway to growth—for both the employee and the leader.