I think that things like MBOs are management by numbers and PIPs are probably similar. If managers could cultivate honest, trusting relationships with staff, they could learn about strengths and weaknesses of individuals and help them long before a PIP becomes necessary.
It's true – theres a blurry line between good performance management systems that involve continuous references to performance targets vs. implementing PIPs when someone is on edge. Frequently, they're seen as a binary when it should all be a spectrum.
You are spot on. The best managers are those who spend time building trust, communicating consistently, and using every opportunity to coach. When employees don’t feel judged but supported, they’re far more likely to open up about challenges before they spiral.
I think that things like MBOs are management by numbers and PIPs are probably similar. If managers could cultivate honest, trusting relationships with staff, they could learn about strengths and weaknesses of individuals and help them long before a PIP becomes necessary.
It's true – theres a blurry line between good performance management systems that involve continuous references to performance targets vs. implementing PIPs when someone is on edge. Frequently, they're seen as a binary when it should all be a spectrum.
You are spot on. The best managers are those who spend time building trust, communicating consistently, and using every opportunity to coach. When employees don’t feel judged but supported, they’re far more likely to open up about challenges before they spiral.