When an employee’s performance isn’t meeting expectations, a Performance Improvement Plan (PIP) provides a structured, supportive pathway to get back on track. At Small Improvements, we view this as a collaborative "recipe" for success rather than a disciplinary measure.
By combining Objectives, 1:1 Meetings, and Feedback, you can create a clear roadmap that empowers employees to close performance gaps and reach their full potential. A traditional PIP can often feel like a "gatekeeping" exercise, but this multi-feature approach focuses on empowerment. It ensures expectations are clear, manager support is consistent, and progress is documented in real-time.
Ingredient 1: Define clear goals with Objectives
The first ingredient in a successful plan is clarity. Use the Objectives feature to outline exactly what needs to be achieved. This sets out the employee's accountability for improving areas specific to them and serves as their Performance Improvement Roadmap. In Small Improvements, you can:
Create a dedicated cycle: If your Objectives cycle is business goals-heavy, consider setting up an objectives cycle specifically for all employees on PIPs as the participants. This keeps their improvement goals focused and separate from the company's standard business goals (as long as the performance feedback is specific to their personal improvement and not linked to numerical targets).
Enable Key Results: Use the Key Results checklist to break down high-level goals into specific, actionable milestones.
Track progress at a glance: Use the Status option to keep progress updated. As a manager, you can use the Team tab in Objectives to filter and group PIP goals by employee, allowing you to monitor statuses in one view.
Tip: Keep objectives "SMART" (Specific, Measurable, Achievable, Relevant, and Time-bound). For example, instead of "Improve sales," use "Secure 5 new client contracts by the end of Q2."
Ingredient 2: Maintaining momentum with 1:1 Meetings
Regular alignment is the heartbeat of an improvement plan. Use 1:1 Meetings not just to check boxes, but to ensure the manager and employee are seeing the same picture.
Increase meeting cadence: For employees on an improvement plan, consider moving to a weekly or twice-weekly cadence. Short cycles allow for quicker course correction.
Use a dedicated template: Create a 1:1 template specifically for performance support. Include questions that spark dialogue, such as: "What is one area where you felt stuck this week?" or "What resources do you need to hit your next milestone?"
The "Recap" technique: Use the Meeting Notes to document the "Who, What, and When." At the end of the meeting, ask the employee to summarize their top priorities in their own words to ensure total alignment.
Catch up on the objectives: Leverage the Helpful Resources bar in the 1:1 view to update objectives or review them as a talking point without leaving the meeting screen.
Note: Consistent 1:1s prevent surprises. They ensure the employee feels coached and supported throughout the plan, rather than just monitored.
Ingredient 3: Turning insights into action with Feedback
Sometimes a manager only sees one side of the story. Use Anytime Feedback to get a broader view of progress and allow the employee to take ownership of their improvements.
Request Peer Feedback: Encourage Managers to use the Request Feedback tool to gather input from stakeholders who work closely with the employee.
Encourage ownership: Equally, employees can request feedback themselves. In encouraging those on PIPs to seek feedback from peers themselves, you are empowering them to take control over their improvements, making it much more effective
Drive the Feedback Loop through Objectives: This bridges the gap for employees on PIPs. When they receive constructive feedback from peers, they can click Create Objective directly from the feedback to create the ultimate feedback loop.
Note: Creating objectives from feedback shifts the dynamic from "top-down" to "collaborative," as the employee takes an active role in identifying their own areas for growth.
Summary
By combining these features, you transform a PIP into a dynamic growth engine:
Objectives provide the destination.
1:1 Meetings provide the coaching and support.
Feedback provides the navigation and course correction.