Monitor the employee`s performance and describe the work that needs to be improved before the meeting. The Performance Improvement Plan is a confidential document developed for an internal target group. However, the document assuming that it must face a legal review in the event of a labour dispute or legal action is established and used by acceptance. Group the information you present in a professional manner and keep only the facts, lack of opinion, jargon or occasional language. To ensure a consistent and efficient PIP process and achieve the desired result of improving staff performance, use a step-by-step framework to prepare and execute the plan. Hr should review the plan with a focus on eliminating any bias against the employee. Is the question of performance clearly formulated and well-founded? Are the objectives fair and are the timelines reasonable? For example, does a seller receive a sales target that far exceeds the expected sales of affected customers? Will it provide the employee with the appropriate tools and training to improve? If it is a relatively new employee, has there been an appropriate onboarding effort to help staff acclimatize? If HR plays a role in the development of these provisions, this process must begin immediately. The key to this approach is to ensure that the plan is achievable and fair and that it is not just a way to terminate an employee. You`ll only benefit from performance action plans if you create effective PIPs. Here is a step-by-step guide on how to create a performance improvement plan. If an employee is unable to improve or performs worse, the PIP should be closed and a possible reassignment, demotion or dismissal should be considered based on specific circumstances.
Use this template and save it as a custom PDF memo every time you complete a PIP meeting. The document is designed and formatted as a summary of the overall performance improvement plan. Enter and mark areas that need to be improved for your staff, goals for the plan, period, expectations and consequences of pip. At this point, you should know why you want to use a PIP, how to create a performance plan for your unique situation and what should be included. One thing remains to be done: your employee needs to know how he reacts and how the PIP can pass. Share the tips below with your staff to make sure the process goes as smoothly as possible. By placing you on a PIP, the employee documents your personal file and stops the scene in order to refute any claims related to an illegal dismissal. If they need or want a reason to terminate you, they will be under a PIP, given the excessively heavy demands and arbitrary and impossible high expectations that are set out in these plans.