What is Performance Improvement Plan?
Performance Improvement Plan is basically a structured and formal plan stating the issues pertaining to an employee’s performance at work and defining the specific steps to improve the same giving valued and fixable goals. No doubt, it is a difficult situation for the manager to handle an employee who is working but the performance is not coming up to the mark. However, keeping an employee with low performance can affect the employees who are working along. It gives them the negative impact of the organization that they are not taking any required steps and are not serious about the desired outcomes, maintaining consistency in work, and keeping standards of high performance.
Pros of Performance Improvement Plan
Performance Improvement Plan can help a lot to the employees as well as the organizations. Most of the times, the employees are not aware of the issues they are facing or don’t take the performance outcome seriously. The formal plan can have various benefits like:
Cons of Performance Improvement Plan
However, the process has some disadvantages as well to put an employee on the formal plan to improve his performance.
It all starts with Conversation
Before putting any employee on performance improvement plan, the first step is the conversation. And this conversation must be in detail discussing every point in terms of the deliverables, hard work, outcomes, desired outcomes, level of satisfaction, and expectations. It shouldn’t be the case that the manager calls the employee into the cabin and unexpectedly hand over the PIP document to sign. This can affect negatively and may not give you the desired results. The first meeting should be without any document in hand giving him at least a week’s time to improve and if still, the issue pertains, handing over the PIP document makes sense.
Finally, the managers and the HR professionals need to know that once you have initiated a Performance Improvement Plan, it becomes a serious undertaking. It means if the employee doesn’t meet the goals mentioned in it, the employee will lose his job. You need to be prepared for such an outcome before you issue performance improvement plan, and should talk to someone who can think the best for the company as well as the employee.