Where a Performance Improvement Plan (PIP) is being considered for implementation with an employee, here are some tips to act as a guide to the process.
10 Step Guide to Implementing a Performance Improvement Plan (PIP)
- Deal with any issues early.
- Discuss/Explain, using clear examples, the reason a PIP is being considered/implemented.
- Outline expectations and a clear timeframe (ensure it is not unreasonably long!).
- Ensure you have a PIP template to record and track expectations and improvements.
- Refer to the PIP template at each opportunity to record the progress/results.
- Recap on any training required and offer supports to achieve and improve.
- Give sufficient opportunity for the employee to respond and improve.
- Hold regular PIP review meetings.
- Grant an opportunity to extend the Performance Improvement Plan timeframe where an employee is at risk of unsuccessful completion. Clearly communicate (in writing) following the extension, that a disciplinary may be invoked in the case where an employee is further unsuccessful.
- Sign off on the PIP (employee and manager) at beginning and end, and at every review meeting.