Readers Respond: Should You Give a Manager in Need of Performance Improvement a PIP or Fire Them?

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How much do I know

I think it is impossible to see what is the right thing to do. I'd definetly disclose the cons before the dismmissal. If I did it, I should follow what was planned.

—Guest Umut Kisa (www.SolaUnitas.com)

PIP for a Manager and Union Rep

He was a Manager and a Union Rep in the organization. He was pushed to my department because he was an underperformer from his previous department. PIP and regualr meetings did not make a difference as I found out later that the guy was sickly, doesn't have the capacity and ability to perform at management level. He was demoted.

—Guest Dorcas Tailor

Thank god for this site

I needed to let people know this site is SO helpful. I'm a supervisor and I'm 22 and didn't go to business management class. They hired me cause they knew I could be molded to what they wanted. Then I transfered to a bigger, higher store and thats when I began to struggle. I didn't know what to do or how to fix my department. I looked up business management tips and found this site. I've taken notes and remind myself of key points everyday. I'm happy to say I've improved SO much, and my higher ups noticed as well, so thank you for helping. You guys opened my eyes and mind because of the questions you ask and the main goals you have that applies to any company. Thank you for saving my job :0)

—Guest Jenny d

The Best Thing...

For managers, there should also be a PIP which focuses on delivering consistent results over a period of time. The Reporting Manager should review the progress closely and provide feedback on a regular basis. Following all efforts at improvement, the said manager should understand his/her current situation that could lead to termination if results are not delivered.

—Guest Arop K P

Should HR Manager Get a PIP or Fired

The HR Manager, like all other managers, will fall short of expectations. Therefore, like everyone, he/she should be given a chance to improve performance. A PIP should be extended and should there be no improvement, then he/she should be relieved of duties and responsibilities. Be reminded that an HR Manager, more than any other Manager, knows the importance of excellent performance, and should therefore ensure that performance exceeds expectations at all times.

—Guest Verona Hall

Should a HR Manager Get a PIP or Fired?

I would give the Manager a PIP which would include a deadline for improvement. Should there be no sign of improvement, then I would give him/her a choice whether to be given a job that he can manage or to relieve him of his duties and responsibilities. It is important to note that sometimes personnel do not possess the skill sets for jobs; and so we should always ensure that we have the best fit for the specific job at all times.

—Guest Verona Hall

PIPS

It is very necessary that every employee has in hand his JD's (job description) which is a measurable tool for measuring/ checking his / her perfomance, if he is unable to perform his / her duties based on his JD's then PIPS are given, under condition that if he /she fails, he / she is out of work. There should be some guidelines / policies moving towards PMS benchmarking. (performance measurement systems)

—Guest SS.HR

Organizational Development Specialist

Managers are human beings and are subject to the same rules within the organization. It is time to separate with the person on the basis of poor performance if there is no improvement. While PIP evaluations are generally focused on technical aspects and specific competencies, I would advise you not to ignore your gut feeling which points out that the person will not change. I have seen a senior manager put on a PIP for poor team communication and he did improve greatly. So PIPs do work if there is positive will and good intentions by both parties. An under performing manager, like everyone else, has one critical chance to improve for as long as the matter gets to PIP level.

—Guest Caroline Odhiambo