What advice do you have to manage a PIP process?
Advice to Manage a PIP with Minimal Effort
matt-ozb on 20/09/2024 - 17:45
Last edited 20/09/2024 - 22:44
Last edited 20/09/2024 - 22:44
Comments
How are you a manager if you don’t manage anything?
I ask that question every day of half the people I work with (the other half are the ones who make the company run despite the managers)
I’d ask for assistance from the coast guard
Username checks out?
I have an employee that doesn't have the skills to perform the requirements of their role and is paid more than they are delivering and needs to go ..
Stop sign holder?
Some workers aren't in the right role, but as you know, the purpose of a PIP is to try and improve performance rather than to red tape a sacking.
If you hired poorly and have a staff member grossly unable to work in your team, I'd be more worried about what failed in your process up till now so it doesn't happen again.If you can't spend the time to try and improve the staff member's performance, it's not a great situation. Most people will get the message when you initiate it that you are not genuinely trying to help them do better. They'll probably take the hint and apply elsewhere.
But if you weren't able to do the work to hire well, you have to do the work to correct your error. Maybe try and hire better so this isn't happening again in future?
thanks for more considered thoughts than the rest. i didn't hire but inherited sadly.
maybe i can hire a contractor for 6 mths with a focus to assist in the time-consuming process?
I thought the clever OZB team would have some fresh ideas to make this less painful.
purpose of a PIP is to try and improve performance rather than to red tape a sacking.
One of the biggest lies ever
A pip almost guarantees you are leaving the company
It's an ass covering thing
Imagine coming to a bargain forum asking how to do your job
I guarantee you're the problem
no context
When I was on a PIP the dude from HR promised to attend the monthly PIP meetings and assist in obtaining appropriate training for the role I'd been dumped into and wasn't trained or experienced to carry out competently. I never saw or heard from him again.
My manager CBF'd and lied through his teeth on the PIP documents that all was well. In the meantime I continued to struggle and not meet targets. It was crap.
When workers are overloaded often even the management is in the same situation & their work starts to slip too. When the problem comes from the top like that there is usually no solution but to leave.
there is usually no solution but to leave
COVID lockdowns cut in and we weren't allowed to do site inspections (which I was good at) and were given "busy work" on our laptops (going through old reports). At the end of lockdown #3 (2 years later?) they changed my job without changing the job description. I begged them to send be back out in the field with some tradies to help complete work / supervise / do their paperwork / order parts and equipment. They refused. I asked for redundancy (which I was), they acknowledged I was redundant but refused to make me redundant. Union wouldn't help. I was entitled to redundancy payments for 13 years of service. We agreed to equivalent of 6 years of service which is when I went on gardening leave and eventually retired. It wasn't a great outcome but it was better than nothing.
The most annoying bit was when I was doing the work I was good at I was meeting actual goals for myself, my team and the department, reducing the work backlog and building relations between office staff and trades staff and making all parties more aware of priorities and problem jobs and where to concentrate our resources.
I have an employee that doesn't have the skills to perform the requirements of their role and is paid more than they are delivering
Holy shit, like a manager that gets on a bargain website to ask how they can better do their job?
If this employee is failing, it's because of you, as a manager. If anyone is under-skilled and not performing, it's you. The PIP in this case is easy… resign.
My bet is you are insufferable to work for.
If you do not know how to effectively manage staff then it is you that needs to go - not the employee