{"id":7521,"date":"2024-07-23T08:08:59","date_gmt":"2024-07-23T08:08:59","guid":{"rendered":"https:\/\/www.brightmine.com\/uk\/?post_type=resources&#038;p=7521"},"modified":"2026-04-27T16:51:15","modified_gmt":"2026-04-27T16:51:15","slug":"performance-improvement-plans","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/uk\/resources\/talent-management\/performance-improvement-plans\/","title":{"rendered":"5 ways to improve performance improvement plan outcomes"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-b5fc8583 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-8e1436f2 wp-block-group-is-layout-flex\" style=\"margin-top:0;margin-bottom:0\">\n<p class=\"\">by <strong>Natasha Wiebusch<\/strong><\/p>\n<\/div>\n\n\n\n<p class=\"\">&#8220;I&#8217;m getting fired.&#8221;<\/p>\n\n\n\n<p class=\"\">&#8220;How do you know?&#8221;<\/p>\n\n\n\n<p class=\"\">&#8220;I just got PIP&#8217;d.&#8221;<\/p>\n\n\n\n<p class=\"\">This conversation is not unique. In fact, most would say it&#8217;s a normal reaction to being placed on a performance improvement plan, or PIP. Though PIPs were not originally designed to foreshadow termination, today, it is how employees perceive them.<\/p>\n\n\n\n<p class=\"\">According to Robert Teachout SHRM-SCP, Legal Editor at Brightmine, this often makes them poor performance management tools. <\/p>\n\n\n\n<div class=\"wp-block-group is-layout-flow wp-block-group-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-blue);border-left-width:5px;padding-right:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<p class=\"has-text-align-left has-medium-font-size\" style=\"font-style:normal;font-weight:500\">&#8220;PIPs are very often ineffective because employers are using them for termination documentation instead of employee improvement,<\/p>\n\n\n\n<p class=\"\">&#8211; Robert Teachout SHRM-SCP, Legal Editor, Brightmine<\/p>\n<\/div>\n\n\n\n<p class=\"\">Given their fraught reputation and questionable uses, many employers today avoid using them to improve talent outcomes. Some have even suggested scrapping them altogether.<\/p>\n\n\n\n<p class=\"\">Still, there may be hope for PIPs in the world of performance management. This article provides changes you can make to the PIP process to get better outcomes and fewer exits.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"understanding-performance-improvement-plans\">Understanding performance improvement plans<\/h2>\n\n\n\n<p class=\"\">A performance improvement plan (PIP) is a formal document that:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Notifies an employee of a performance deficiency.<\/li>\n\n\n\n<li class=\"\">Establishes performance goals an employee must meet.<\/li>\n\n\n\n<li class=\"\">Lays out a time-bound plan for employees to follow to meet those goals.<\/li>\n<\/ul>\n\n\n\n<p class=\"\">A PIP is not a typical component of the performance management process. It&#8217;s an agreement employers use when an employee is exhibiting prolonged poor performance. Most of the time, employers use the PIP process as a last resort.<\/p>\n\n\n\n<p class=\"\">If an employee fails to meet the requirements of a PIP, their employer can take further disciplinary action. This may include demotion, suspension or termination. Most often, employers terminate employees who do not meet the PIP\u2019s goals.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"problems-with-performance-improvement-plans\">The problem with performance improvement plans<\/h2>\n\n\n\n<p class=\"\">PIPs are most often ineffective for a few key reasons:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Managers use them for termination<\/h3>\n\n\n\n<p class=\"\">First, they have a poor reputation as a recordkeeping practice for managers who are preparing to fire an employee. Specifically, employers often use PIPs to protect the organisation from lawsuits by providing a record of the employee&#8217;s underperformance. Because of this, employees generally see PIPs as a sign that they&#8217;re about to lose their job.<\/p>\n\n\n\n<p class=\"\">Organisations also usually have employees sign a PIP acknowledging their performance issues. Unsurprisingly, many employees find this practice threatening.<\/p>\n\n\n\n<p class=\"\">Together, these feelings of fear of losing one&#8217;s job and threat do great damage to an employee&#8217;s <a href=\"https:\/\/www.brightmine.com\/uk\/resources\/blogs\/psychological-safety-at-work\/\">psychological safety<\/a>.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">They&#8217;re a form of negative reinforcement<\/h3>\n\n\n\n<p class=\"\">Even when managers use them to improve performance, their negative connotation tends to make them less effective than, for example, coaching. That is, between the &#8220;carrot&#8221; method and the &#8220;stick&#8221; method, a PIP is most certainly a stick. And, <a href=\"https:\/\/hbr.org\/2017\/09\/what-motivates-employees-more-rewards-or-punishments\" target=\"_blank\" rel=\"noreferrer noopener\">studies<\/a> show that negative reinforcements \u2014 such as threats of pay cuts, demotions or termination \u2014 are less likely to improve performance than positive reinforcements.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Their one-sided nature<\/h3>\n\n\n\n<p class=\"\">Additionally, PIPs are often one-sided, which can result in misalignment between a manager and employee. Instead of working on a plan together, managers usually draft the PIP alone and give it to the underperforming employee. They then discuss the PIP\u2019s requirements, leaving the employee with no choice or say in the PIP\u2019s contents.<\/p>\n\n\n\n<p class=\"\">Together, the problems PIPs have made them poor performance management tools. To make them work for both managers and team members, they need more than a makeover.<\/p>\n\n\n\n<div class=\"wp-block-group alignfull has-secondary-light-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-fcdab8bb wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading has-text-align-center has-large-font-size\">Extensive HR resources and expertise at your fingertips<\/h2>\n\n\n\n<p class=\"has-text-align-center has-medium-font-size\">In an ever-changing regulatory environment, we have everything you need to stay in control and compliant. The HR &amp; Compliance Centre is now available with our user-friendly generative AI chat capability, AI Assist.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-a89b3969 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button has-custom-font-size\" style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);font-style:normal;font-weight:500\"><a class=\"wp-block-button__link has-secondary-blue-color has-primary-white-background-color has-text-color has-background has-link-color wp-element-button\" href=\"\/uk\/products\/hr-compliance-centre\/?intcmp=hrcc-resources|cta-2-col|dark|banner|hrcc-product-page|learn-more\" style=\"border-radius:100px\">Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"better-performance-improvement-plan-outcomes\">Getting better performance improvement plan outcomes<\/h2>\n\n\n\n<p class=\"\">The benefits of performance improvement plans may be elusive, but they do exist. To capture these benefits, you&#8217;ll need to transform performance improvement plans and processes surrounding them. The following are changes to consider:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">1. Don&#8217;t use PIPs as evidence for termination<\/h3>\n\n\n\n<p class=\"\">It should go without saying: To improve performance with a PIP, you can\u2019t use them for the purpose of terminating an employee. Though it may be a convenient way to create a record of performance issues, you simply can&#8217;t use them for both termination and performance improvement.<\/p>\n\n\n\n<p class=\"\">Instead of relying on PIPs for record-keeping, ensure you have good record-keeping practices. This may include memorialising performance conversations on a regular basis or memorialising goal setting. One way to do this is to have more than one formal performance appraisal a year.<\/p>\n\n\n\n<p class=\"\">For example, you can require quarterly performance check-ins along with one larger yearly appraisal. This provides managers an opportunity to provide formal, written feedback to employees throughout the year. Importantly, regular check-ins with all employees won\u2019t single out poor performing employees.<\/p>\n\n\n\n<p class=\"\">With good record-keeping practices, you can reserve PIPs for genuine efforts to improve employee performance. And with certain termination out of the picture, employees may be less inclined to shut down when they receive one.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">2. Get the whole picture<\/h3>\n\n\n\n<p class=\"\">The role managers play in employee engagement and performance cannot be understated. According to a study by <a href=\"https:\/\/www.gallup.com\/cliftonstrengths\/en\/350423\/influential-good-manager.aspx\" target=\"_blank\" rel=\"noreferrer noopener\">Gallup<\/a>, managers account for a whopping 70% of the variance in employee engagement. Because managers have such a significant influence on performance, it&#8217;s crucial to examine their role in underperformance before resorting to a PIP.<\/p>\n\n\n\n<p class=\"\">To help get the whole picture, establish a processes and procedures managers must follow before creating a PIP. At minimum, managers requesting a PIP should:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Formally discuss their reasons for requesting a PIP with human resources.<\/li>\n\n\n\n<li class=\"\">Provide thorough documentation related to the employee&#8217;s underperformance.<\/li>\n\n\n\n<li class=\"\">Be able to show what efforts they have made to coach the employee.<\/li>\n<\/ul>\n\n\n\n<p class=\"\">If you notice a manager tends to have lower performing employees or higher turnover than other managers, consider investigating their management practices. This may include reviewing their performance appraisals, employee engagement surveys and other performance documents.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Manager fit<\/h4>\n\n\n\n<p class=\"\">Some organisations recognise that poor employee performance may not always be the fault of the employee or their manager. Rather, it may just be that it&#8217;s not a good fit. For this reason, these organisations have created policies that make it easier for employees to request a transfer to another manager.<\/p>\n\n\n\n<p class=\"\">For example, a company may implement a policy that states it will approve one manager transfer for an employee during their tenure <strong>\u2013<\/strong> no questions asked <strong>\u2013<\/strong> as long as they\u2019re in good standing.<\/p>\n\n\n\n<p class=\"\">Policies like these can help prevent poor engagement and performance before it begins. However, whether they\u2019re possible will depend on the company\u2019s talent strategy, company size and talent needs.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">3. Find middle ground<\/h3>\n\n\n\n<p class=\"\">Employees often feel blindsided when they receive a PIP. Even when employees know they&#8217;re having performance issues, most are surprised when they realise they&#8217;ve reached &#8220;the last resort.&#8221; Generally, misalignment between the manager and the employee about the employee&#8217;s performance are to blame.<\/p>\n\n\n\n<p class=\"\">To reduce the shock of a PIP, consider strategies to formally communicate performance issues before they reach the level of a PIP. This may include:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Conducting more regular performance check-ins.<\/li>\n\n\n\n<li class=\"\">Coaching managers on how to provide both positive and negative feedback.<\/li>\n\n\n\n<li class=\"\">Creating an intermediate development plan that acknowledges areas for improvement, but is not as dire as a PIP.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">4. A two-way street<\/h3>\n\n\n\n<p class=\"\">Instead having managers create PIPs on their own, consider coaching them to create the PIP together with the employee. Allowing an employee to participate in the process can help the employee take ownership over their performance issues and understand expectations. It can also help managers build trust with an employee by agreeing on priorities and a timeline.<\/p>\n\n\n\n<p class=\"\">To do this effectively, managers must have good communication skills. Accordingly, make sure managers receive thorough <a href=\"https:\/\/hrcentre.uk.brightmine.com\/training\/handling-difficult-conversations-line-manager-training\/100052\/\" target=\"_blank\" rel=\"noreferrer noopener\">training on how to have difficult conversations<\/a>. Thorough training will help them navigate discussions about poor performance with employees and how to improve. Training should include coverage of:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Coaching techniques.<\/li>\n\n\n\n<li class=\"\">Providing objective feedback.<\/li>\n\n\n\n<li class=\"\">Preventing bias.<\/li>\n\n\n\n<li class=\"\">Practicing empathy.<\/li>\n\n\n\n<li class=\"\">Creating psychological safety.<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Unfortunately, not every employee will willingly participate in this process. In some cases, employees may refuse to acknowledge their performance issues or agree on the terms of the PIP. To help set expectations, ensure employees understand from the beginning that a PIP can still move forward even without their participation.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">5. Have regular check-ins<\/h3>\n\n\n\n<p class=\"\">Once the PIP is in place, managers should have regular meetings with employees to check on their progress. Check-ins provide additional coaching opportunities for managers and also help identify potential hurdles employees are facing. During these meetings managers may also offer additional resources and reiterate their desire to help employees succeed.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">The power of positive reinforcement<\/h4>\n\n\n\n<p class=\"\">Regular meetings are also an opportunity to provide positive reinforcement, which is key to improving performance. Indeed, <a href=\"https:\/\/www.scirp.org\/html\/2-2120298_41885.htm\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">research<\/a> has repeatedly shown that positive reinforcement is more effective at improving performance. Though PIPs themselves are bad news, by celebrating progress, managers can help rebuild employee confidence.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"beyond-performance-improvement-plans\">Beyond performance improvement plans<\/h2>\n\n\n\n<p class=\"\">Performance improvement plans are far from the only performance management tool for struggling employees. Learn more about improving performance through the <a href=\"https:\/\/www.brightmine.com\/uk\/products\/hr-compliance-centre\/\">Brightmine HR &amp; Compliance Centre<\/a>, formerly XpertHR tools and resources.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-2 is-position-sticky\">\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-db4c44a6 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-4b827052 wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"\">In this resource:<\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#understanding-performance-improvement-plans\">Understanding performance improvement plans<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#problems-with-performance-improvement-plans\">The problem with performance improvement plans<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#better-performance-improvement-plan-outcomes\">Getting better performance improvement plan outcomes<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#beyond-performance-improvement-plans\">Beyond performance improvement plans<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a36fa716 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Navigate HR complexity with confidence<\/h3>\n\n\n\n<p class=\"\">With Brightmine, you can build powerful people strategies, implement best practices and set your organisation up for a brighter future.<\/p>\n\n\n\n<p class=\"\">Learn how our tools, resources and automation can empower you and your team.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"\/uk\/solutions\/?intcmp=cta|blog|solutions|learn-more\" style=\"border-radius:25px\">Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40)\">\n<p class=\"\"><a href=\"#top\">Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-4b7a3f7f wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-elements-9925558406a55936e172bffd19d62b42 wp-block-brightmine-resources-filter has-text-color has-primary-black-color has-background has-primary-white-background-color\">\n\n\n<div class=\"ajax-filter\">\n<div class=\"lnrs-resources-search-filter  editor-posts-filtered-topics \">\n\t\t<div class=\"search_terms_bottom\">\n\t\t\t<div class=\"bottom_left\">\n\t\t\t<div class=\"search_terms_result_count\">\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"bottom_right\">\n\t\t\t\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n<\/div>\n\n\t<div class=\"loader-container\">\n\t\t<span class=\"loader\" style=\"display: none;\"><\/span>\n\t<\/div>\n\n\n\t<div class=\"lnrs-resource-filter-widget__container\">\n\n\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/talent-management\/world-cup-2026-employers-guide-to-workplace-implications\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2001\/05\/02090540\/soccer-players-competing-for-ball-during-match.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Commentary and Insights<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/talent-management\/world-cup-2026-employers-guide-to-workplace-implications\/\">World Cup 2026: Employers&#8217; guide to workplace implications<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Major sporting events such as the 2026 World Cup can affect attendance, productivity and employee relations. This guide &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/talent-management\/talent-acquisition\/onboarding\/probation-policy\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/04\/20144536\/two-male-students-discussing-hr.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Tools &amp; templates<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/talent-management\/talent-acquisition\/onboarding\/probation-policy\/\">Probation policy<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">A clear, practical probation policy to help you manage performance, make fair decisions, and reduce legal and employee &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/talent-management\/performance-management\/managing-performance\/how-to-have-difficult-workplace-conversations\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/04\/01142711\/male-and-female-colleagues-discussing-pay-trends-with-laptop.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Guides &#8211; How to<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/talent-management\/performance-management\/managing-performance\/how-to-have-difficult-workplace-conversations\/\">How to have difficult workplace conversations<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Learn how to handle difficult workplace conversations with confidence. Practical tips for managers on performance, conflict and sensitive &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section><\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-fcdab8bb wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h3 class=\"wp-block-heading has-large-font-size\">About the author<\/h3>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-658170e2 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100px\">\n<figure class=\"wp-block-image size-thumbnail is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"150\" height=\"150\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/08\/23134016\/natasha-wiebusch-150x150.webp\" alt=\"Natasha K. A. Wiebusch, Marketing Content Manager at Brightmine\" class=\"wp-image-8496\" style=\"object-fit:cover;width:100px;height:100px\" srcset=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/08\/23134016\/natasha-wiebusch-150x150.webp 150w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/08\/23134016\/natasha-wiebusch-300x300.webp 300w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/08\/23134016\/natasha-wiebusch.webp 363w\" sizes=\"auto, (max-width: 150px) 100vw, 150px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-block-column-is-layout-flow\">\n<p class=\"\"><strong>Natasha K. A. Wiebusch, JD<\/strong><\/p>\n\n\n\n<p class=\"\">Natasha is the former Marketing Content Manager at Brightmine. Before transitioning to the marketing team, she covered a variety of topics as a Brightmine legal editor, including benefits, compensation, workplace flexibility, and the future of work.<\/p>\n\n\n\n<p class=\"\">Natasha holds a Bachelor of Science in communication science and rhetorical studies from the University of Wisconsin &#8211; Madison and a juris doctor from the University of Wisconsin Law School. Prior to joining Brightmine, Natasha was a practicing attorney and HR compliance and training specialist.<\/p>\n\n\n\n<p class=\"\">Connect with Natasha on <a href=\"https:\/\/www.linkedin.com\/in\/natasha-ka-wiebusch\/\" target=\"_blank\" rel=\"noreferrer noopener\">LinkedIn<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-bbb7e64f wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading has-text-align-center has-large-font-size\">Start your free trial today<\/h2>\n\n\n\n<p class=\"has-text-align-center has-medium-font-size\">Register today to gain free 7-day access to the Brightmine HR &amp; Compliance Centre and stay up to date, compliant and save valuable time<\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-a89b3969 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link has-primary-white-color has-secondary-blue-background-color has-text-color has-background has-link-color wp-element-button\" href=\"https:\/\/hrcentre.uk.brightmine.com\/freetrial-login\/?loggedInUrl=%2Ffreetrial%2Fnew-user%2F&amp;registrationUrl=%2Ffreetrial%2Fnew-user%2F&amp;intcmp=hrcc-resources|cta-2-col|light|banner|hrcentreuk-freetrial|take-a-free-trial\" style=\"border-radius:100px\" target=\"_blank\" rel=\"noreferrer noopener\">Take a free trial<\/a><\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Most performance improvement plans (PIPs) are woefully ineffective. Discover key changes you can make to PIPs to get better talent outcomes.<\/p>\n","protected":false},"author":24,"featured_media":7522,"comment_status":"closed","ping_status":"closed","template":"wp-custom-template-new-resources","categories":[8],"tags":[],"topic":[94,21],"class_list":["post-7521","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-blogs","topic-pips","topic-talent-management"],"_lnrs_read_more":"","yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>5 ways to improve performance improvement plan outcomes | Brightmine<\/title>\n<meta name=\"description\" content=\"Most performance improvement plans (PIPs) are woefully ineffective. 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