How to Write a Performance Improvement Plan
A Performance Improvement Plan is a formal procedure taken by supervisors or managers to address the shortcomings of their employees and further assist them in overcoming or improving their skills and behaviour. It will serve as a clear warning for an employee that his/her performance is not up to scratch and any further negligence will result in termination.
Instructions
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1
The essentials of the problem
Put in writing the need to take such action. It can be due to an employee’s lack of expertise or failure to act in accordance with the company’s goals. Also there could be a behavioural problem involved. Addressing the specification will be the starting point. Make sure to stick to the point however. -
2
Clarifying expectations
Communicate your specific requirements, which will better help the employee understand what he needs to do. Suggest any change in behaviour or improvement in skills that can expedite his/her progress. Make sure your point gets across and is not vague or ambiguous. -
3
Establishing Deadlines and Goals
The PIP must set performance targets and deadlines for various tasks and actions that must be completed in a defined period. Clearly state the measures that will be taken if the intended targets are not met. Moreover set goals and objectives and make sure you are realistic in your estimate. Moreover, make certain that the employee gets all the help he requires from the supervisors and co-workers. -
4
Assessment
Set an assessment method where the performance will be reviewed. Hold an informal evaluation first, usually halfway into the performance plan, before a full review where you will discuss every action and progress in detail. -
5
Take necessary measures
Discuss the PIP with the employee and take necessary actions. If the outcome is positive, then you must appreciate the employee’s hard work and dedication to prove his/her mettle. Any negative consequence will lead to demotion, suspension or termination. However, your decision must be based on facts while further taking into account the employee’s state and any relevant circumstance that has affected his/her performance.
