Making Performance Improvement Plans More Human
It's time to rethink how we help team members get better at their jobs. Often, when someone's work isn't up to par, the solution seems to be a formal plan telling them how they need to improve. But this misses a big part of the picture.
Think about it: we don't work in a vacuum. Everything from the people we work with to the vibe in the office affects how well we do our jobs. So, when someone's struggling, it's not just about them needing to step up their game. There's more to the story.
It Takes Two
Instead of making a list of things only your team member needs to fix, why not make it a team effort? If we also look at what managers and the overall workplace can do to help, everyone gets on the same page. This isn't about pointing fingers; it's about working together to make things better.
Acknowledging that problems might not all be the team member’s fault is a big step. Sometimes, the issue is that they're not getting the right support, or maybe the whole company is going through changes and not handling it well. By figuring out what's really getting in the way, we can make a plan that actually works.
Supportive Vibes Only
For leaders and HR folks, this is your chance to show you really care. Instead of just handing out improvement plans, get involved. Find out what obstacles your team is facing and tackle them together. This approach doesn't make the problem less serious; it just means we're all in it together.
By doing this, we're not only helping someone do their job better. We're also building a better place to work, where everyone feels supported and understood. And when people feel that way, they're more likely to succeed.
Let's Do This Together
So, to all the leaders and HR professionals out there: let's change how we help our teams improve. Let's focus on everyone's role in making our workplace better. By working together and understanding the whole situation, we can make a real difference in how well we all do our jobs—and how happy we are doing them.
Here’s how we might do that:
Make Improvement a Team Effort: Instead of saying it's all up to the team member to get better, the plan should include ways both the boss and the team can help. This could be the boss promising to check in more often, providing extra training, or even changing up the team’s tasks so your team member has a better shot at improving. When writing down these steps, it's like making a promise together that everyone is going to help out. Create space in your actual plan template for additional actions from the manager and/or the team to accompany the actions of the team member.
Talk About What's in the Way: Sit down with your team member and have a real talk about what's making their job tough. It could be anything from personal stress to not having the right tools or clear instructions at work. Figuring out these stumbling blocks helps you make a plan that's not just about working harder but working smarter, by removing these hurdles.
Ask the Team for Ideas: Sometimes, the people working alongside the employee have good insights on what might help. With the team member’s okay, ask the team for their thoughts in a way that’s all about making things better, not pointing fingers. This can help spot ways to improve not just for one person but maybe for the whole group. It's important to do this carefully, so it feels positive and focused on getting better together.
By keeping these steps simple and clear, the plan to get better at work feels more like a group project with everyone pitching in, rather than a tough task for just one person to figure out. It turns the whole idea of improving at work into a positive, team-building activity.
Will you change how you’re running your PIP process?
Here is an example of a template you might use or take inspiration from. Email us at hello@bloomhq.co.nz if you’d like a PDF version of this.
