Javascript disabled or Browser doesnot Support Javascript

Human Resources: What to Put in a Performance Improvement Plan

Posted by | Friday, April 07, 2017
Human Resources: What to Put in a Performance Improvement Plan

In Human Resources, it's important to hire candidates who are qualified and capable for the job. But even talented, hard-working staff occasionally encounter performance difficulties. Sometimes, employees have difficulties such as transitioning to new job duties or having challenges with one specific area of their job.

When employees have continued performance issues, one of the best ways to help them improve is a performance improvement plan (PIP). A PIP is a written contract between the employee, manager, and HR designed to help the employee address and correct these challenges.

When creating a PIP for an employee, here are important components to include:

A defined, measurable, and time sensitive goal. The best PIPs specifically outline the area where the employee isn't performing up to standard, and define where the employee needs to improve. For example, state that "Employee Z needs to have a turnaround time of three days on 95% of assigned reports." Create a realistic timeline that for improving the task, such as three months, by which the employee will accomplish the goal.
A training plan. Outline in writing how the company will help the employee improve their performance. Common ways to provide support include regularly scheduled meetings with managers, completing additional training, and learning tasks from coworkers.
A plan for evaluations and progress reports. Have the employee's manager write updates on the employee's progress at least monthly. The reports should include the employee's current level of performance and what they still need to do to meet the goal.
What will happen if the employee does not meet the goal. HR and management need to be transparent in the contract about what will happen if the employee doesn't meet the goal in a specified time period. Depending on your company, this could involve actions such an internal transfer to a more suitable position or termination due to performance issues.

Contact us to learn more about how we can help your business with Human Resource related needs.

Category

Recent Posts

How to “Let Go” and Trust Your Employees to Do the Job Right

How to “Let Go” and Trust Your Employees to Do the Job Right

One way to get a lot of pressure off you as an entrepreneur is to delegate work. But in order to delegate, you have to trust your employees. This doesn't just mean trusting them with money or trusting them to be honest. It also means trusting them to do the job right. 



Read More...

Transforming Your Company Culture to Enhance Employee Wellness

Transforming Your Company Culture to Enhance Employee Wellness

It might seem like a cliché to say that you have to change with the times but it is nonetheless true. Many organizations are set up in a certain way and continue to function in that way 10 or even 20 years later. But the fact is that the things that people valued 10 or 20 years ago are different from the things that people value now. 



Read More...

Practicing Mindfulness to Avoid Job Burnout

Practicing Mindfulness to Avoid Job Burnout

There are certain jobs that lend themselves very easily to job burnout. For example, if you're a social worker or a customer service representative working night shifts, chances are you're experiencing fatigue, depression and a general sense of unease most of the time. 



Read More...

First Item First Item

Contact Us Have an HR Question? Get us at:

877-842-4988
310-601-3260
hello@modernhr4u.com

Stay in touchReceive our best HR tips and tricks via email every month