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The Essentials of an Employee Performance Improvement Plan

One way in which management , and specifically human resource managers can aid in helping employees achieve better results is by implementing the development of a performance improvement program. This article will look at the meaning of this and how to prepare one.

An employee performance improvement plan is a document that outlines any performance issues that are ongoing, clearly describing what an individual can take to address them, as well as the amount of time it is to be completed and the consequences should the objectives aren’t met.

A performance improvement program can be developed to address any of the issues with job performance, starting with poor customer service, to low productivity, all the way to bad conduct in the workplace.

But, the consequence part of the plan, which can be the possibility of termination, causes employees to typically receive the performance improvement plans with a sense of fear. This is why managers must present them so to make employees view them as an improvement tool that they could be.

How do you introduce an improvement plan for performance

It is the first thing to evaluate whether a plan for improvement in performance is really required. Find the areas where you’d prefer to see the employee excel and then outline them. Discuss the issue with the human resource manager , and invite them to join you during the meeting with the employee. Make sure to present the PIP after you’re certain you have all the details you require.

Invite the employee to an appointment is next. Although some individuals prefer to email the employee but it’s not recommended to hold an in-person conversation telling your employee that you’re planning to start the process and following the up with an official email.

This will ensure that your employee does not be frightened, and demonstrate that you’re mindful of how they could feel. If you can to do so, the meeting could be conducted in a neutral space in which your employee feels more relaxed.

Engage in a two-way discussion. As a leader you’ll be aware of areas you would like to see improvements however, be aware that it’s still an ongoing discussion. A worker might raise issues that hinder their performance and warrant a deeper discussion. It is your the opportunity to address issues that are beyond the control of the company and that can be altered.

Additionally, since the plan for improvement in performance will provide steps needed to get better results employees’ input will be vital. It is not a good idea to make them fall short by insisting on targets that are not achievable. Be sure that the employee is aware of the steps they must take. Both parties must agree on the specifics of the plan for performance improvement.

Plan dates for check-ins. The length of the plan to improve performance 30-60 or 90 days check-ins could be scheduled weekly, monthly or bi-weekly. The frequency must be determined by the manager and employee.

The checks-ins can let the employee get an insight into their performance, correct the course when necessary, and receive some support throughout the process. It also helps the manager to monitor the employee’s performance.

Note everything discussed and then share the record of the discussion with employees. If executed properly with clear goals that are achievable and clear guidelines to follow, improvements can yield many advantages.

The benefits of plans for improving performance

They can save money.

The cost of keeping an employee is less than hiring the new one. When you have a plan for improvement that is successful organizations can avoid the requirement to promote to interview, train, and then induct new employees.

It’s not only a financial cost but also an expense in time since resources must be diverted from work tasks to complete all hiring processes.

They are great motivators.

Although it is a bit scary to be told you have an improvement plan for your performance but it is also an excellent incentive. It can let workers know their managers really care about their performance and would like to see them succeed If they didn’t and they were to eliminate them, and not invest into them in this manner. Employees are more productive when they feel appreciated.

The company could also see an increase in productivity due to the fact that employees perform better when they know precisely what they should do. The goal-oriented performance improvement plans’ focus and the specific steps needed to reach these goals will take care of this.

Get people ready for promotions

How do you prepare an employee for a new position? Set them a series of tasks to complete and then guide them. The performance improvement plan will explain the tasks they’ll need to complete and the manner in which they will be required to complete these tasks.

When the outcomes are favorable This could be the certifying factor for someone to receive the job, and if not the results will at a minimum show areas they have to improve on to reach where they’d like to go.

They could also prepare employees for a move to another department. A performance improvement plan could be the ideal option to give an employee who could be more suited to a different department. They will be able to determine if they’re able to accomplish the new duties and how they do it.

It allows management to “test the waters” before approving this change. This is a great way to prevent any issues later. It can also employees understand the reasons why they should take the job.

They can be a powerful method to change behavior

In contrast to reviews, performance improvement plans can have consequences. Failure to meet the targets could result in them losing time, being an ejection and, in the extreme scenario, losing their job. Thus, employees will be motivated to perform better.

Furthermore, when using an improvement plan for performance the employee was actively engaged in finding a solution to their specific issue It is important to remember that the whole process is an exchange of ideas. They’ll be more motivated to stick to the plan that they were involved in formulating.

In summation

Do you think your employee could be benefited from a performance improvement strategy? Begin by taking the anxiety out of the procedure.

The employee should be prepared to take it and ask for their input. While doing this provide guidance and assistance. This way you increase the likelihood of the employee reaching and possibly over the targets set.