How to Develop A Performance Improvement Plan For Employees

Establishing a PIP benefits both employees and management.

One of the more difficult jobs of a human resources manager is to develop a plan that helps underperforming employees achieve their full potential. A performance improvement plan, PIP, defines expectations, sets performance goals and in the end helps both employer and employee. It should be a sincere appraisal of current performance, not seem like a personal attack. A good PIP will include several components.

Instructions

1. Mention how the employee's work falls short of acceptable norms, whether attendance, meeting deadlines, interaction with colleagues and supervisors.

2. List the steps the employee must take to reach acceptable standards.

3. Set a deadline for reviewing performance. Establish concrete parameters to judge performance. Generally, a review is done every 90 days.

4. Go through the PIP within a few days. Make sure it is not biased toward the employee. It should not make the employee feel unwanted or humiliated. Encourage the employee to explain why his performance is subpar and how he thinks he can improve.

5. Talk to the supervisors before developing a PIP. Always include their input in the final draft.

6. Proceed based on whether the PIP was successful once the review is complete. If it was successful, you don't have to do anything except maybe send the employee off with a few congratulatory words. If the plan failed, then you need to modify the PIP or create a new one.

7. Make sure you indeed spend time on creating a PIP. A good one helps both the organization and its employees grow.

References

• The University of Texas at Dallas Human Resources Management: Performance Improvement Plans (PIP)
• Cornerstone on Demand: Performance Improvement Plans: Don't Overlook Them in the Performance Management Process