A manager not meeting performance expectations can ripple throughout the organization. Left unaddressed, an underperforming manager can significantly damage employee morale, productivity, and even the bottom line. This blog post will discuss the steps needed to put a manager on a performance improvement plan. We will also explore the consequences of allowing an underperforming manager to go unaddressed.
What is a performance improvement plan (PIP)?
If you have an employee who is not meeting performance expectations, you may be considering a performance improvement plan. But what is a performance improvement plan? And how can you tell if it’s the right course of action for your employees?
A performance improvement plan (PIP) is a formal process to help underperforming employee improve their performance. The goal of a PIP is to give the employee the tools and support they need to improve their performance and return to meeting expectations.
There are several signs that an employee may need a PIP, including:
- Excessive absences or tardiness
- Poor quality of work or quantity of work
- Difficulty meeting deadlines
- Poor communication
- Conflict with co-workers
If you have an employee exhibiting any of these signs, a performance improvement plan may be the best course of action.
What are the benefits of a performance improvement plan?
Performance improvement plans offer several benefits. First, performance improvement plans provide a framework for addressing underperformance. This framework can help to ensure that the manager is held accountable for meeting specific performance goals.
Second, performance improvement plans provide a way to document and track the manager’s progress. By documenting and tracking the progress, you can be sure that the manager is making adequate progress and is not falling behind.
Finally, performance improvement plans empower managers to change their performance and behaviors. A PIP provides the manager with expectations on what is required and the necessary steps for success.
Why is it important to address an underperforming manager?
The consequences of allowing an underperforming manager to go unaddressed can be significant. Unaddressed underperforming managers can hurt employee morale and productivity. They may also create an uncomfortable and hostile work environment. Additionally, underperforming managers can damage the company’s reputation and create legal issues.
Addressing an underperforming manager is crucial because it allows the company to identify and address the issue before it becomes too extensive or costly. It also allows the company to maintain a positive work environment and protect its reputation. Even more, it helps the manager improve their performance.
If you have an underperforming manager, you should consider putting them on a performance improvement plan. This will help to identify the areas in which they need to improve and set specific goals for them to achieve. Additionally, it will provide a timeline for their improvement and allow you to track their progress. A PIP will also outline the support you will provide in helping them achieve the plan.
How do you create a performance improvement plan for a manager?
A performance improvement plan, or PIP, is a document that outlines specific performance goals and the steps required to achieve them. When creating a PIP for a manager, you’ll need to consider their specific areas of underperformance and the consequences of allowing them to continue to underperform.
Outline the current reality of their performance
The first step in performance management is to outline the current reality of performance. This includes identifying areas of underperformance and collecting data on how the manager is performing relative to their goals.
Collaborate
The second step is to collaborate with the manager. It’s essential to have a collaborative approach with the manager. You need to work together to identify the challenges they are facing and come up with ideal solutions. In this step, you also want to identify any root causes for their nonperformance. As a result, you can create a performance improvement plan tailored specifically to them. They will buy into the performance improvement plan because they helped craft it.
Set clear goals for the performance improvement plan
The next step in creating a performance improvement plan is to set clear goals. The goals should be specific, measurable, achievable, relevant, and time-bound. In other words, they should be quantifiable to track the manager’s progress.
The goals should also be relevant to the manager’s role and the organization’s goals. They should be achievable, meaning that they are realistic and within the manager’s reach. And finally, the goals should be time-bound, meaning that there is a definite end point for reaching them.
Define the extra training and support you will provide
One of the next steps in creating a performance improvement plan is to document how you will support the manager by providing extra support and training. Perhaps you will offer more frequent coaching, providing formal training courses, or job shadowing. Sometimes, you may want to assign them a mentor to help with job-specific or soft skills. By documenting how you will support the manager, you are ensuring they have all the resources they need to succeed.
Set timelines for reaching milestones
When creating a performance improvement plan for an underperforming manager, it is vital to set clear timelines for reaching milestones. This will help to ensure that the manager is held accountable and that progress is being made. Additionally, it is essential to establish consequences for not meeting goals, such as termination of employment.
Schedule regular touchpoints
The next step is to schedule regular touchpoints. This will help ensure that the performance improvement plan is followed and that the manager is making progress. You should also use this time to assess the manager’s performance and offer feedback.
What happens when a manager’s performance isn’t addressed?
When you avoid addressing an underperforming manager, it can lead to several negative consequences. First, the team’s performance may suffer due to poor leadership. This can impact the company’s bottom line and result in lost revenue.
Also, low morale and a toxic work environment can develop when employees work under a poor-performing manager. This can lead to high turnover rates and decreased productivity. Ultimately, it is in the company’s best interest to address an underperforming manager quickly to avoid these negative consequences.
How can you improve performance within your organization’s management team?
There are a few key things that you can do to improve performance management within your management team. First, ensure all managers are held accountable to the same performance standards. This means that everyone is evaluated on the same criteria and has a consistent process.
Secondly, ensure managers receive regular feedback and communication. This will help to identify any performance issues early on before they have a chance to become more significant problems.
Third, coaching is an integral part of performance management. It helps managers stay on track and provides them with the tools they need to improve their performance. Coaching also helps managers understand the expectations and how to meet or exceed them.
Finally, put managers on a performance improvement plan if necessary. This will provide them with specific instructions and goals to meet to improve their performance.
If you notice poor performance in your management team, it is vital to address the issue quickly. Using a performance improvement plan, you can give the manager the support they need to succeed. This will benefit the individual manager, the rest of the team, and the company.
