A Performance Improvement Plan (PIP) is intended to identify actions or behavior that need correcting. If you fail to have those conversations (and document them) you can’t expect employees to make the necessary improvements. Documenting the conversation tends to leave a more lasting impression and greater importance; not to mention it is good HR practice in the event you ever need to refer back to it. Remember, a PIP should be (1) delivered immediately; (2) detailed in describing the incident(s)/action(s); and (3) clearly outline what is expected moving forward.
If you have questions or need assistance preparing a PIP, give us a call and we can help!