Buzzing About HR
Buzzing About HR by https://www.kateunderwoodhr.co.uk is the go-to podcast for anyone looking to make their workplace better. Hosted by HR expert Kate Underwood, each episode dives into the latest HR trends, essential tools, and practical strategies to help businesses of all sizes navigate the ever-evolving world of work. From improving employee engagement to tackling real-world HR challenges, Kate shares actionable advice you can implement right away. Whether you're an HR professional, a business owner, or someone passionate about people, this podcast will keep you ahead of the curve and buzzing with ideas to drive success in your workplace.
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Can a Well-Crafted PIP Save Your Business?
Ever hidden a Performance Improvement Plan in your bottom drawer, hoping you'll never need it? You're not alone.
Performance Improvement Plans (PIPs) are often dreaded by managers and employees alike, but this episode transforms them from scary legal documents into practical tools for genuine improvement. We break down exactly why poorly executed PIPs can devastate small businesses, sharing real-world horror stories of expensive tribunal cases that could have been avoided with proper documentation.
The heart of this episode reveals the three essential pillars every tribunal-proof PIP must contain: clear measurable goals (not vague aspirations), realistic timelines with specific dates, and documented support measures. You'll learn our seven-step PIP recipe that takes the stress out of the process: gathering evidence, drafting SMART goals, setting precise timelines, providing meaningful support, conducting effective meetings, implementing weekly check-ins, and properly concluding the process.
We don't shy away from the awkward bits either – covering how to handle remote workers, mental health considerations, and what to do when someone refuses to sign. The episode includes ready-to-use templates for customer service, production, and marketing roles that you can adapt immediately. With the average unfair dismissal award sitting at £18,000 (plus legal fees), investing time in proper performance management isn't just good practice – it's financial self-defense.
Whether you're a small business owner trying to improve team performance or an HR professional looking to refine your processes, this episode delivers practical, jargon-free guidance that protects your business while giving struggling employees a fair chance to succeed. Need more help? Reach out for our free 30-minute consultation to discuss your specific situation.
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Until next time, keep buzzing and take care of your people!
Hello, lovely people, welcome back to Buzzing About HR. Today we're plunging headfirst into Performance Improvement Plans, pips for short. They're the forms everyone hides in the bottom drawer right up until a solicitor's letter arrives. Stick with me for the next hour and you'll glide through a PIP process that's simple, fair and, crucially, tough enough to stand tall in a tribunal. Coffee at the ready Excellent. Let's crack on Part one. Why pits matter? Lean in lower voice? Better Picture my client, dave. Tiny signage firm, five employees. Friday chaos Dave Googles free PIP template types be less grumpy. Prints it high-fives himself.
Speaker 1:Monday morning the designer quits, fires off a subject access request and Dave is suddenly haggling over an eight grand settlement instead of buying a new kit. Why? Because the plan was vague, had zero timeline and offered no help. Moral hopes and vibes won't save you in court paperwork. Will court paperwork will Flash forward to December 2024. Big name law firm Mishkandereya lost a constructive dismissal case because their pip was woolier than a winter scarf. No clear targets, shifting deadlines, no recorded support 24 grand later they learnt the lesson. If the pros can fumble, we mere mortals need a safety net.
Speaker 1:Part two the three pillars. A judge always checks First pillar a clear, measurable goal. One line you can count. Reply to every customer email within 24 hours, not be friendlier. Second pillar a realistic timeline. Think four to eight weeks with real calendar dates. Third pillar evidence of support, training, new kit, a mentor. Tick those three and you're already stronger than half the employers I meet.
Speaker 1:Part three building a pip without losing your weekend. Here's the seven step recipe. Pause and jot if you like. Step one gather proof Emails, complaints, error logs, facts only Park the drama. Step two draft the goal, make it smart, swap, improve attitude for reply within 24 hours. Hit 90% by week six. Step three. Step three set the timeline. Example start 5th of August, review 2nd of September. Step four Add support Two-hour refresher course, new software license, weekly coaching, name who provides what? Step 5. Hold the launch chat. Explain DAP goal, help yardstick for success. Let the employer respond both sign. Step six checking weekly 10 minutes tops. Note what's working and what's stuck, write it down. Step seven wrap up, hit the target, celebrate and close. Miss it. Decide, extend once or move to formal capability. Seven steps zero jargon.
Speaker 1:Part four notes GDPR and staying sane. Everything you scribble could star in future disclosure. So stick to facts and ditch the eye roll emojis. Store docs in a secure folder, not stuff on the desktop, and share only with those who genuinely need to know and share only with those who genuinely need to know.
Speaker 1:Part five classic traps and how to dodge them. Trap one generic corporate template mentioning quarterly market share when your empire is you a van and a toolbox. Rewrite in plain English. Trap two Zero support. Pip reads like a punishment. Judges hate that. Trap three Big reveal only at the end. Weekly mini reviews show you helped all along. Trap four jokes in the margins. Remember Dave Emojis live forever in subject access requests.
Speaker 1:Part six remote and hybrid pips. Measure output tickets, closed code, committed reviews, written Use video calls for weekly catch-ups, hit record meeting only with mutual consent and file a quick written summary right after Part 7. Wellbeing check If burnout or health issues surface. Pause the clock. Offer occupational health or GP time. Adjust goals if there's a disability Record every tweak and why?
Speaker 1:Part eight how long is long enough? Small accuracy slips. Four weeks, customer response targets. Six Learning, brand new system. Eight to 12. Anything over three months feels endless. Shift to formal capability instead.
Speaker 1:Part nine HR tech on a shoestring Excel or Google Sheets. Do the job? Excel or google sheets? Do the job? Prefer hr software. Breathe hr is budget friendly and stores docs neatly scaling fast high. Bob adds bells and whistles. Pick one platform, file everything there done.
Speaker 1:Part 10. The real price of getting it wrong Average unfair dismissal award £18,000. Solicitor fees £5,000 plus your time digging emails Priceless in a bad way. A tidy four-week pip is cheaper every time. Part 11. Why a good pip is good business. About two-thirds of employees on a structured plan. Turn things around and stay. Replacing someone costs six to nine months of salary. Weekly reviews. Keep surprises down and morale up. Everyone wins.
Speaker 1:Part 12. Quickfire Q&A. Question 1 Do I need fancy legal jargon? Answer no. Short, clear sentences are safer. Question 2 what if they refuse to sign? Answer Note Employee declined to sign. Give them a copy, email it to. You're covered. Question three can I extend the plan? Answer yes once. Explain why Set a new end date. Both sign again. Question four Probation overlaps a PIP. Is that okay? Answer Absolutely. Keep paperwork separate. Probation tests, suitabilityability, pip fixes a gap. Question 5 when do day one unfair dismissal rights kick in? Answer Government hints autumn 2026 at the earliest. Watch this space, part 13. Sample wording you can borrow Watch this space, part 13. Sample wording you can borrow Customer service goal Reply to all customer emails within 24 hours.
Speaker 1:Target 90% by 30 September. Support Two-hour help desk refresher, canned responses. Weekly 15-minute coaching. Production goal cut finished part errors below 1% by 20th of October. Support retraining on quality checks, supervisor shadowing one shift per week. Upgraded tool Marketing goal Boost email click-through from 1.1% to 2% by 15th December. Support Company-funded online course. Weekly draft feedback. New design templates Part 14, manager's Checklist Collect proof of the problem Draft goal timeline support Hold launch chat.
Speaker 1:Get signatures. Block out weekly reviews in your diary right now. Update progress after each catch-up. Decide at the end. Close, extend or escalate. File everything in your secure folder. Print that. Stick it to your monitor.
Speaker 1:Golden Part 15. Closing a winning pip Show the numbers. Send a quick congratulations plan. Complete letter. Mention the success at your next team huddle. People love seeing progress celebrated.
Speaker 1:Drop back in after a month to make sure the brilliance sticks celebrated. Drop back in after a month to make sure the brilliance sticks. Why not book a free 30-minute call with us to chat through the thorny PIP you're wrestling with? We'll listen to the problem, map out a first step action plan and show you exactly which forms and timelines keep you tribunal proof. No obligation, no hard sell, just practical help from HR folk who've been there. And that's our pod on pips wrapped up. If today's walkthrough saved you a headache or a chunk of tribunal change, buzz over to your favourite podcast app, drop a sparkling five-star review and share the show with a manager mate who's drowning in paperwork. Quick reminder everything here is general guidance. When your situation turns knotty, reach for professional advice. Book our free 30-minute chat or ping me an email and I'll signpost you to the right help. Until next time, stay compliant, stay caffeinated and keep buzzing.
