Do Performance Improvement Plans Work?
Performance Improvement Plans are introduced to provide enough opportunities to the employees to enhance their performance through guided policies and with the support the Team Leaders / Managers. The success and the failure of the plans lie on the way the employees use the mechanism within an Organization
In all Organization where there is a structured mechanism of measuring the employee performance with the help of Production Targets Vs Achieved, it will be easier to place the poor / under-performing employees under the Improvement Plan.
Typically in a BPO Sector, the parameters to measure the performance include the daily / weekly production target, Accuracy percentage etc. On a positive note, the Team Leaders / Managers maintain the employee performance report using the Dashboard and try to enhance the team performance through regular feedback and training support. The employee through this mechanism can work on the shortcomings and work towards enhancing the team performance.
As a general practice, where the employee performance is observed not up to the mark, the PIP is issued at least up to 3 times and on the third time the employee is asked to leave the Organization. In cases of serious errors, the employee is asked to leave in the first PIP instance itself.
On a flip side, the employees these days who wish to leave the Organization are making the merry of this Plan by dropping their performance and entering into the PIP and moving out of the Organization quickly just to avoid the notice period. This phenomenon is catching up and is not healthy for any organization
All plans are designed for the Organizational growth and the employees shall adhere to the Policies and procedures in the positive spirit and work towards Organizational growth.