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Is it "worth it" to establish a PIP for an employee that you feel is falling behind?
Should you take the time to outline a Performance Improvement Plan for a flagging employee, or is it their death knell? Is the need for a PIP a sign that your management is failing?
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1 Answer
In order to answer this question, you would have to look at the employees past performance. Were they once a good employee and are now falling behind or were they always behind?
If they were once a good employee, I would first talk to them about what has changed. The answer could be a reflection of management, personal distractions, or lack of interest in the job.
I would only go through the trouble of creating a PIP if you believe the employee can be turned around. If not, go through coaching sessions to get them to improve and document your efforts.
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