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Pro
Yes…be honest and frank with them. Tell them what they need to work on and why. If it’s recoverable make that known of how they can recover. If not be as frank as possible within HR guidelines. Let them know they should be looking. People just want honesty in pip so that they can prepare for their future. Also if you think the person fits a different part of the company better let that be known too and offer to help move them
Rising Star
This x100. When managers aren’t fully transparent and the employee doesn’t get the full impact of their performance, they do mental gymnastics trying to figure out why they are getting placed on a PIP. Keep the conversation going and believe the best in your employee. Most people want to do a good job and have good intentions.
Chief
Be clear and specific. Give examples. Give clear expectations.
Do it in person.
Pro
Have you been having regular conversations with them already? Giving timely feedback and coaching as incidents occurred, discussing how to correct it, having them commit, etc. This is just the next step.
All you’re doing is formalizing what they’re already been asked to do and committed to do. Be straightforward
Rising Star
Yep. Have had performance related conversations multiple times. But I have seen some flashes in the pan but they are not able to sustain it. It’s mostly a fit issue at this point.
Chief
Work with HR to ensure you aren’t doing anything against your company’s policy when you have the conversation. HR can be your best friend in these tough situations.
For example, when I had to most recently do this for someone, some of the discussions required HR to be on the call and honestly leading some of the talking points. We rehearsed ahead of the call for possible outcomes.
Rising Star
This is great! I’m working with someone in HR right now and will ask them to join our call as well. Thank you!
Chief
Be direct and offer clear guidance on path forward (or lack thereof)
Had this happen on my team. Make sure to have specific examples of when he/she failed to live up to expectations that you can reference.
Pro
Yes, just let them go.
You got this! Write down whatever you’re gonna say. When I was in audit, I was shocked to see how more people weren’t on PIPs
Rising Star
What’s the outcome for this?
Chief
What is a PIP
Chief
Don’t apologize! Just a lawyer on a consultant-heavy app trying to understand the lingo 🤓 I just learned what a deck was a few months ago 😆
Are you doing this to help them improve or to get rid of them?
Why aren't they a fit for the team?