Managers Review Performance Improvement Plans

If you’re a manager, you’ve likely had to write and review many performance improvement plans (PIPs). In addition to setting out the issues that need to be addressed, the best PIPs include clear goals for what is expected of an employee within a given timeframe.

In order to be effective, these objectives should be based on evidence from multiple sources, including employee feedback and observations by supervisors. The goals should be realistic, but also challenging enough to provide an employee with an incentive to work hard and improve their overall performance. Regular check-ins with the employee during this period are recommended to ensure that progress is being made. These meetings should also be an opportunity to highlight the positive contributions that the employee has already made, rather than simply focusing on areas where improvements need to be made.

Unfortunately, not all employees will hit the targets set out in a PIP. In fact, the WSJ column suggests that most employees who receive PIPs ultimately end up being terminated. This is unfortunate, but it doesn’t mean that PIPs don’t have value – they do provide an important mechanism for employers to give notice of poor performance and give struggling employees a fair opportunity to turn things around.

Rather, the problem is that too many employers misuse PIPs as a way of pushing unfavoured workers out the door. If an employer uses a PIP as a means of punitive discipline or to justify termination, it may be liable for a wrongful dismissal claim.

Do Managers Review Performance Improvement Plans?

The good news is that there are steps that can be taken to avoid this from happening. The first thing that should be done is to consider whether the root cause of an employee’s poor performance actually lies with them. In some cases, the employee’s underperformance could be caused by extrinsic factors that are out of their control – such as insufficient induction and training or changes to how the business works that take some time to get used to.

However, in other cases, the problem is an issue that lies directly with the employee’s behaviours or efforts. In these instances, a PIP should be considered if the underperformance has been ongoing and is impacting their job role and output.

A PIP can be an invaluable tool for employers to address poor performance, provided it is used fairly and with due diligence, including identifying the specific issues and providing reasonable opportunities for improvement. If you have concerns about the use of PIPs in your workplace, you should seek the advice of a knowledgeable the employment lawyer toronto.

If you’ve been put on a PIP and have not met the objectives outlined, an experienced employment lawyer can help you to defend yourself against a wrongful dismissal or constructive dismissal claim. Contact an employment law firm toronto like Fisher Phillips to get in touch with one of our attorneys. We’ll guide you through the process, so you can make informed decisions about your next move and achieve the best possible outcome for your case.