PIPs do more harm than good. In my 30-year HR career, here's the best alternative I've seen.
Even if an employee successfully completes a performance-improvement plan, the underlying tension and strain on the relationship often persist.
Klaus Vedfelt/Getty Images
- Steve Cadigan has led HR teams at top companies for over three decades.
- He has seen how performance-improvement plans (PIPs) often fracture relationships between managers and employees.
- The better alternative to PIPs allows employees to mutually agree to separate from the company.
Over the past three decades...
Заголовки