Should HR Be Involved in Pip?

A performance improvement plan is more likely viewed as a “firing” scheme. But on the contrary, it is nothing of the sort. While most companies have used it in the past as an opportunity to hint at employee termination, recent observations indicate a U-turn.

Until recently, a performance improvement PIP plan was considered a means to help employees improve in their various jobs. The plan was considered a temporary but yet effective means of growth. Although some concerns about whether HR should take part in a PIP plan are still circulating in the workplace, we hope to allay all doubts in this write-up.

In this article, we will breakdown some of the major concerns regarding a performance improvement plan and how employee performance evaluation can be improved.

What is a performance improvement plan (PIP)?

A performance improvement plan is a plan that is put in place to help an employee improve when there are noticeable issues with their performance. This PIP plan is not meant to discourage employees, rather it should help improve an employee’s performance.

As part of the performance management process, a PIP plan can provide strategies to boost and manage how employees work.

Should HR be involved in the performance management process?

One of the major concerns with the performance management process is whether HR should be involved in a performance improvement plan. Our short answer: It depends. Here’s why. Firstly, a PIP is generally carried out by managers and supervisors. Managers use a performance management cycle to determine the areas where each employee might be lacking. HR can get involved when the situation requires the involvement of a third party.

At this point, HR can suggest strategies to managers to facilitate improvement. Although this is not necessarily the job of the HR team, they can contribute where necessary. This can involve providing support to managers and training them on how to go about analyzing employee performance. HR can also go through plans to ensure that all legal matters are reached and offer guidance as needed.

How can HR work with managers for the employee performance evaluation?

To ensure that the performance management process is properly carried out and that the PIP plan addresses the actual problems, there are steps that HR can help managers to achieve. These include:

Employee Performance Evaluation

The first step in preparing a performance improvement plan is to perform an evaluation. This evaluation should address major areas, including performance, skills, and goals. HR can also train managers on how to document problems with employees’ performance as this will serve them in the long run.

Communication

A problem discussed is a problem half solved as the popular saying goes. Managers will need to communicate and discuss poor performance with the employees. This will engage them in the process and make them feel valued. Constructive criticism is welcome and should be done with empathy. The discussion should be as specific as possible, and documents on the matter should be properly addressed. For example, if an employee has failed to perform any tasks over and over again within a given period, all of it should be documented. This document will help to address problems strategically.

Performance Improvement Plan

After evaluation and discussions, HR should assist supervisors to organize plans. These plans should be as clear as possible, targeting goals and expectations in the long run. The plan should highlight the specific duties of the employee and should be realistic as well. Then, HR can go over it to ensure that there is no bias. Managers can then communicate with the employee about what is expected of them so that their jobs are secure.

Check-Ins

After reviewing the plans, supervisors can perform regular check-ins with employees. This is a compulsory process as it helps employees to ensure that they are on the right path. This should be continuously done until it is clear that the initial problem has been resolved and the employee is back to their feet.

A performance improvement plan is a crucial factor in deciding whether an employee can keep up with a company’s goals. HR professionals are advised to provide all the necessary resources to help facilitate the process for supervisors.

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