Read previewOver the past three decades, I've witnessed various approaches to performance-improvement plans (PIPs) as an HR executive across five different industries and three countries.
Once the PIP process begins, this fracture in trust is seldom repaired.
AdvertisementA better approach involves choiceFrom 1998 to 2004, I was an HR executive at Cisco Systems, where I encountered a novel approach to the traditional PIP process.
Prior to my arrival, Cisco had recognized that something was broken in the PIP process.
Looking at the data and listening to employees, the HR team developed a new approach that involved choice.
Persons:
—, I've, Steve Cadigan
Organizations:
Service, Business, underperformance, Cisco Systems, Cisco