If you ask your network what the three scariest words during performance review season are, there’s a good chance you’ll hear “performance improvement plan” from more than a few people. Performance Improvement Plans (or PIPs) get a bad rap. And many people equate being put on one with being fired (which is only sometimes true). While the seriousness of them shouldn’t be ignored, if.
The performance improvement plan for the employees should be mentioned with a start and end date which can be usually a 30 to 90 day period. There should also be mentioning other dates between start and end dates which mentions the marks, the benchmark goals which must be met.
When you write it down, you have to defend it. And it’s not like a well-written document ever beat a lawyer. You never beat the lawyers. The only way to win is to steer clear of those jackwads. Once you have to explain yourself, you’ve already lost. So here are my ten steps to writing a great performance improvement plan.
Alternatively, a performance plan could address behavioral issues, such as a failure to adhere to company rules, or contribute to the team. Different scenarios require different plans, but in all situations it’s imperative to explain exactly which areas need improvement, and what the performance plan’s ultimate goals are.
The performance improvement plan is reserved for the employee who is genuinely a good worker but has not been meeting expected work results. If you have an employee who is causing problems, or has been caught in misconduct the performance improvement plan is probably not your best way to go.
August 22, 2006 How to Write a Performance Improvement Plan Page 7 EFFECTIVE COUNSELING TIPS Get the right place, time and day: meet in private, no one wants to have this sort of conversation within hearing distance of co-workers.
Formulating a Plan. With a better understanding of the underlying reasons for the employee’s frequent absenteeism, you can now introduce a growth plan that will provide an opportunity for the employee to make a real and lasting change. A 30-day timeframe is usually used, following which the employee’s performance is reviewed.
Remember, a performance improvement plan isn’t necessarily the end. Whether you complete the plan successfully or move on to new opportunities, this could be the beginning of an even more.