Students need to have academic excellence in school. To achieve this, institutions in education should ensure that they have the best programs to teach kids what they have to…continue reading
62+ Sample Performance Improvement Plans
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What Is a Performance Improvement Plan?
A performance improvement plan is a response strategy used to help an employee who is struggling in performing his functions and/or achieving his targets. It may also be an opportunity for a promising employee to exceed his potential and expand his contributions within the company.
In an article published on LinkedIn, author Bernard Marr explains the reason why some employees exhibit poor performance in the workplace. But before addressing the problem, he insists it’s crucial to figure out the root cause first. According to Marr, performance is when ability and motivation converge. An employee needs both. Any problems with either, can result in various workplace problems.
Key Players In a Performance Improvement Plan
Limitations Of a Performance Improvement Plan
The performance improvement plan is intended to fix an issue. But because of the goal-orientated nature of the strategy, it is somewhat confined to address measurable tasks and quantifiable outputs. This fixed smart goal approach may not adequately cover the entirety of deeper behavioral problems. The improvement plan may be better suited to address technical or skill issues of the employee. A major part of the plan requires concrete outcomes and results. If the issue is insubordination, tangible results may be difficult to measure and establish; especially if it is grave or persistent insubordination. Human behavior cannot always be boxed in and categorized neatly like numbers or figures.
Processes in a Performance Improvement Plan
Possible Outcomes of a Performance Improvement Plan
Tips in Creating a Performance Improvement Plan
A performance improvement plan is created out of a wish to see the employee do better and achieve his or her highest potential. The layout plan will depend on the superior tasked to draft the document. It’s not so much the format of the document as is the content and directives contained in the plan that is important. The following are helpful tips in creating an effective improvement plan:
How to Make a Performance Improvement Plan
A performance improvement plan needs to go through the processes of planning, implementation, and review. Keep in mind these steps to get started:
Step 1: Have a Sit Down Meeting With the Parties Involved
Communicating the need for an improvement plan is an essential first step towards improving an employee’s performance. It’s crucial for everyone to be present in order to gather initial notes, information, and feedback needed to craft the improvement plan. You want to avoid ambushing the employee. Make sure to clearly explain the situation at hand, and identify the problems by citing specific instances of poor performance etc.
Step 2: Indicate the Basic Details
The supervisor or manager usually drafts the plan then presents it to the employee. The plan should be vetted by the Human Resources Department to ensure it is fair and reasonable enough to execute. Make sure to indicate the date, employee’s name, position, and department.
Step 3: Itemize the Goals and Expectations
You have the freedom to decide on the format. A clearly defined table or chart will usually suffice. List down the employee’s next steps. What does he need to do to meet targets and expectations? You may also want to establish the major commitments and consequences in your plan. To illustrate, the commitment section can be divided into two parts. On one column, are the employee’s expected tasks and performance goals. In the other column, the immediate head’s role and contributions are itemized and described. For example, the manager will commit to regular mentoring sessions with the employee for at least six weeks.
Step 4: Monitor and Evaluate
After the period of improvement expires, it’s time to assess the employee’s progress, or lack thereof. If the employee produces positive results, it is not enough to just stop there. There needs to be proper monitoring tools in place to help him or her continuously strive for improvement. This could be in the form of progress meetings or review sessions.
What should you do if you are on a performance improvement plan?
If you are an employee placed on a performance improvement plan, it’s best to keep things in perspective. Of course, you want to do your best and show your manager and company that you can make the necessary changes and improvements in your performance. Keep an open mind and don’t hesitate to voice out concerns, ask for help, or seek clarification and advice from your superiors.
What is the purpose of a performance improvement plan?
The purpose of a performance improvement plan is to give the employee the opportunity to right any wrongs. It allows him the space to learn and grow from previous mistakes. It should not be meant as an insult or punishment; but viewed as a form of constructive criticism- criticism that is meant to directly benefit the employee.
Is a PIP a bad thing?
A performance improvement plan (PIP) is not necessarily a bad thing. It is not meant to highlight your mistakes only for the sake of highlighting them; but for the purpose of helping you develop professionally.
The goal of a performance improvement plan is to help the individual overcome any obstacles that keep him from realizing his full potential. Employers should not only want their people to simply go to work and clock in day in, day out. They should aim for people to actually thrive in the workplace. It not only benefits the individual- because it’s helping him or her reach self-actualization- but it’s also good for the organization as a whole. When people are given the right tools and motivation, they have the potential to achieve great things. Download a template now and start crafting a performance improvement plan!