With the ever-growing number of digital products, it is becoming increasingly important for companies to ensure that their employees are properly trained and equipped with the right tools and skills to complete their tasks efficiently.
A Dev Plan and a Performance Improvement Plan (PIP) are two such efforts initiated by companies to keep up with the changing times. A Dev Plan is created to help an employee achieve their career and personal goals while at the same time improving their performance. A PIP, on the other hand, is made to point out the weaknesses of an employee and how they can improve them moving forward.
While both plans have the same goal of improving the performance of employees, they differ in terms of their scope and effectiveness.
In this article, we will discuss the differences between a Dev Plan and a PIP, as well as find out whether it is possible to recover from these plans.
Let’s dive into it…
What is the Dev Plan at Amazon?
At Amazon, a Dev Plan is an initiative used to develop and improve the skills of its employees. It involves creating customized plans that focus on improving the strengths and weaknesses of each individual employee.
This plan typically consists of tasks designed to help employees hone their existing skills while also learning new ones needed for job growth.
Its aim is to support employees in their careers. This is done by having the manager and the employee collaborate on achieving a certain goal in a specific timeframe. This allows the employee to not only move forward with their career goals but also with their personal goals.
What are the Objectives of a Dev Plan
The main objective of a Development Plan is to work and improve on an employee’s skills in order to support their career or personal goals.
As suggested by its name, its sole focus is to encourage development. This is usually done between a manager and their employee, working and collaborating together to create an action plan that could further the employee in their career as well as benefit the organization.
What is a Performance Improvement Plan (PIP)?
A Performance Improvement Plan (PIP) is a plan that is assigned to employees who consistently produce unsatisfactory results.
It’s a few months long plans which focuses on improving weak areas and tasks that must be completed in order to succeed.
PIP can help employees identify their strengths and weaknesses and take actionable steps to improve their performance levels. This can help to improve overall productivity and efficiency of the workplace.
Its aim is to have the employee improve in certain areas where they may be lacking.
Development Plan VS Performance Improvement Plan
| Development Plan | PIP |
| To help employees develop with their career goals and personal goals. | To help employees develop their career goals and personal goals. |
| Focus on career progress, strengths, and weaknesses | Assigned to employees with unsatisfactory results |
| Tasks to utilize skills and improve weaknesses | Few months-long plans and tasks to complete; if not completed in time, fired. |
| Regular plan with Manager | Active monitoring of progress and results. |
How Long Does a Performance Improvement Plan Last?
A Performance Improvement Plan (PIP) typically lasts around two months, but it can be as short as one month if the company is eager to terminate an employee.
Once an individual has been put on a PIP, there is little possibility of returning to their role.
It’s highly recommended that anyone placed on a PIP should begin looking for alternative employment as soon as possible.
During the time frame of the PIP, individuals should also aim to negotiate a favorable severance package. That said, there may be a small chance you can come back from a Performance Improvement Plan, especially if your skills improve drastically.
Should You Quit if You’re Placed Under PIP?
If you’re placed on a Performance Improvement Plan (PIP), it can be tempting to quit. However, quitting should not be your first reaction; instead, you should try to use the PIP as an opportunity to prove yourself.
It is important to remember that although you may feel unwanted when under a PIP, there have been many people who have turned around and even been promoted afterward.
If the PIP contains valid points and is one you can deliver, it may pay to put your heart into making a change and delivering better work.
Consulting with an employment attorney may be beneficial if your employer is subjecting you to terrible treatment, such as harassment or discrimination. It’s best to do your best, and if that fails, you can always claim unemployment benefits after resigning. However, it is important to exhaust all other avenues before making this decision.
Is it possible to recover from a performance improvement plan?
Yes, it is possible to recover from a Performance Improvement Plan. You will need to take ownership of the process and display commitment toward completing the tasks set out by your employer. Here are some ways you can:
How You Can Recover
- Be clear on the goals and objectives of your PIP
- Set yourself achievable targets over a shorter period of time
- Communicate frequently with your manager to ensure progress is being made
- Seek help from colleagues or outside resources, if necessary, to get back on track
- Focus on learning from the mistakes made and improving your performance over time
What Not To Do
- You don’t take ownership of the process or display a commitment to completing the tasks
- You don’t set achievable targets over a shorter period of time
- You don’t frequently communicate with your manager to ensure progress is being made
- You don’t seek help from colleagues or outside resources, if necessary, to get back on track
- You don’t focus on learning from the mistakes made and improving your performance over time
Can you reject PIP?
Rejecting a Performance Improvement Plan (PIP) while preparing to resign can be a difficult decision.
It is important to consider the potential consequences of your actions and whether they could have an impact on any future employment opportunities.
Before making this choice, you should consult with a lawyer or other professional who can help guide you through the process and advise you on the potential repercussions of refusing a PIP.
Additionally, you should weigh both the short-term and long-term ramifications of your decision before making a final call.
For more information about PIPs, have a quick look at this video:
Conclusion
- In conclusion, both a Dev plan and Performance Improvement Plan (PIP) can be used to improve the performance of employees.
- A Dev plan typically focuses on developing individual skills, while a PIP is more focused on correcting issues with overall performance.
- Depending on the particular needs of an organization, either or both plans could be beneficial in order to help employees reach their fullest potential.
- Ultimately, it is up to the company to decide which option best suits its needs.