As a manager, it’s not always easy to tell when the right time is to start an employee on a performance improvement (PIP)/discipline plan. Here are five examples of when to start:
- A company policy or rule is violated
- When an employee’s conduct is disruptive to others in the office or job performance
- A pattern is emerging, such as excessive absenteeism, missing deadlines, various coworker complaints
- When abusive behavior towards other employees or customers is observed or reported
- When there is a pattern of behavior that does not meet the company’s expectations