• Clarify the Intent:
  Since PIPs can vary by company, the first step is to clarify what you aim to achieve. Key questions to ask include:
  • How will you record performance issues and track progression?
  • Do you want to record parts of the PIP within 1:1 sessions?
  • How should managers identify training opportunities, and how will progress be measured and recorded?
• Set Clear Goals:
  Once the intent is clear, outline the specific performance gaps and what success looks like.

• Learning Journeys:
  Create tailored learning Journeys that include relevant courses, materials, or resources addressing the performance gaps. Assign specific deadlines for each task and learning activity.
• Goals:
  Use Bridge’s Goals feature to set clear, measurable, and time-bound goals. These goals will appear on the learner’s timeline and can be updated as they are achieved. This ensures that progress is visible and trackable. Please see this article, How to write OKRs (Objectives and Key Results) for further information.
• Check-ins:
  Schedule regular check-ins using Bridge’s Check-ins tool to monitor performance progress. During these check-ins, managers can use customizable questions to discuss key areas of improvement, wins, and upcoming plans. Check-ins also provide an opportunity to identify relevant training opportunities.

• Use Feedback Tools:
  Leverage Bridge’s Feedback tool to evaluate the learner’s current performance at the start of the PIP. This can be compared to a follow-up evaluation at the end of the PIP to measure improvement.
• Monitor Engagement:
  Use Analytics to track learner engagement with assigned materials, goals, and check-ins. Monitor if the learner is completing the tasks on time and actively engaging with the learning content.

• Team Feedback and Coaching:
  Use Bridge’s Team Feedback feature to gather insights from peers and managers. Regular coaching sessions foster open communication and create an environment where the learner feels supported.
• Leveraging a Journey:
  Consider creating a Journey in Bridge that ties the PIP to specific learning actions. Learners can be required to complete tasks or checkpoints (e.g., training, assessments, or assignments), which are directly linked to their improvement goals. The Journey can include checkpoints for evaluations, such as 1:1 meetings or assessments to review progress at various stages of the PIP.

• End-of-Cycle Review:
  At the conclusion of the PIP, review the learner’s performance using the data collected throughout the process. If needed, adjust the PIP or assign additional resources to support ongoing improvement.
• Record Outcomes:
  Store the PIP documentation in the learner’s profile for future reference and share the final performance review with relevant stakeholders to ensure transparency.

• Upload PIP to Learner’s History:
  You can upload the PIP directly to the learner’s profile, ensuring all relevant documentation is stored for future reference and part of the learner's history.
• Sharing Progress:
  Use Bridge’s reporting and documentation tools to share progress updates with the learner and stakeholders, ensuring alignment throughout the process.

• Align with Company and Development Goals:
  Make sure the PIP supports both the company’s broader objectives and the employee’s personal development plan.
• Clear Communication:
  Be consistent and clear when communicating expectations and timelines, ensuring the learner knows what is required and when.
• Celebrate Milestones:
  Acknowledge progress by celebrating key milestones, motivating the learner, and encouraging ongoing engagement.

By following these best practices, your PIP process will be structured, data-driven, and effectively integrated with Bridge’s tools to ensure continuous improvement. Whether you’re tracking learning progress, setting goals, or measuring performance, this framework offers a clear path to employee success.

If you have questions or need further assistance, please don’t hesitate to reach out to our support team.