Performance improvement plans (PIP) are difficult not just for the employee receiving the plan but also for the boss and others in upper management deciding to implement one. It’s easy for the employee to be upset or angry when put on a PIP but if used correctly, they can be a valuable tool for improving performance and building trust. In this episode of Programming Leadership, Marcus talks through a tough human resources topic and provides perspectives from both the employee and management as well as pointers on how to effectively use PIPs. Show Notes Performance Improvement Plans (PIP) should be used when you want an employee to improve; don’t use them if you plan to fire the employee regardless of performance. Understand the real goal when implementing a PIP. Include upper management when putting someone on a PIP and make sure that everyone is on the same page in terms of desired outcomes from the plan.   Make sure that the employee understands that he/she has to make the decision to improve or leave their position.  Give the employee feedback regularly when using a PIP. Links: Sponsor:  GitPrime.com Email your questions to: [email protected]