Jan 29 • General discussion
On today’s Adventures of MRS HR…
A manager sits down with an employee and slides a folder across the table: PIP, stamped in red. The room tightens. Defense goes up. Trust drops.
Then MRS HR flies in, calm and composed, and replaces it with a folder that reads: “Coaching Plan + Clear Expectations.”
Instant shift from tense to hopeful. From fear to focus.
Performance management works best when it’s built on:
- clear expectations
- specific behaviors and examples
- support and check-ins
- timelines and accountability
Yes, PIPs have a place. But coaching and clarity should come first.
Question for the community:
When you have a performance issue, do you start with coaching and clear expectations, or do you go straight to formal documentation?
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On today’s Adventures of MRS HR…
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