Traditional Performance Improvement Plans often create more problems than they solve, damaging relationships and rarely leading to lasting change. Our evidence-based alternatives help organizations address performance issues while maintaining positive working relationships and achieving sustainable improvements.

Why Traditional PIPs Fall Short:

• Create adversarial relationships between managers and employees
• Focus on documenting problems rather than solving them
• Often used as a legal process rather than a genuine improvement tool
• Rarely address the underlying behavioral or environmental causes
• Often signal to employees that termination is likely, creating a self-fulfilling prophecy
• Put talented employees on the defensive instead of supporting growth
• Create stress and anxiety that often worsens performance
• Time-consuming for managers with little positive outcome