Sun. Jul 14th, 2024
Performance Improvement Plan

As a manager, you must evaluate your employees. Most companies require every employee to receive a performance appraisal at least once a year. In most cases, these reviews are positive and very little corrective action is needed. However, there is always at least one employee who is not performing up to par and needs a little encouragement. If you would like to put your proposals in writing, you can use the Performance improvement plan employee rights template.

The idea behind this type of plan is to provide a written checklist that an employee can then follow as they try to bring their level of performance up to par. In most cases, this form is provided as a way to help an employee avoid losing their job. In most cases, this list of proposals is created during a conversation between you and your employee, when you together figure out what he needs to do to achieve an acceptable level of performance. It should not be stated as an order from the boss to the employee; this proved to be a far more effective method than laying down a law.

As an employer, you must define the problem and use a template to write it down in detail for the employee to review. This way there can be no mistakes and also provides a good time to talk, including trying to get to the root cause of the problem. You can use this form to write out some guidelines that your employee should follow, they should be shared and easy to follow, if you make them too complicated or demanding, your employee won’t be able to follow them and will only end up returning to your office for further disciplinary action. Give these bad performers a PIP (Performance Improvement Plan). One of two things will happen: (1) the employee will get better and meet the standard, or (2) they will leave. Both results are acceptable. Here’s how to do it.

Time tracking software plays an immense role in tracking the employees’ worked hours. It makes it easier to increase the productivity

Step #1: Quantify Problems

Employees who are not working usually know about it, but many of them do not know what they are doing wrong. As an HR manager, I often asked managers to describe poor performance. The answers are usually vague: bad attitude, disrespect, non-team player, too many mistakes. It is difficult to make improvements around such generalizations.

It can be helpful to ask yourself, “What do I want this employee to do differently?” These things are usually measurable and specific. “Get to work on time” is a simple example. Working hours from 8:30 to 17:00. This employee often arrives after 9 am and leaves before 4:30 pm. You can count how many days this happens and write down the dates. You can measure improvement by when he/she enters. “Completing projects on time” is also specific, although a little more difficult to define. Think about exactly which projects are delayed and note the situation and dates.

Step #2: Be HONEST.

I like this analogy. It means feedback, help, participation, respect. When you talk to an employee about issues, give them the quantitative feedback you gathered in step #1. Ask them if they need any help to make changes. If not asked, some employees may be afraid to say they need more training or need a better tool to get the job done. Encourage them to tell you. Then involve them in the solution. Ask them to describe what they are going to do about it. This conversation should be conducted with great respect. Focus on the person’s behavior, not the person. Phrases like “you’re stupid” or “why can’t you get this right” are demotivating and counterproductive.

Step #3 – Written Warning

If step #2 doesn’t work, get ready to move on to the next step. Put it in writing. This is a formal PIP. Write a letter to employees describing the performance that needs to be improved. Define the expected results in quantitative terms. Mark the dates when the issue will be reviewed again and when the issue should be fully resolved. Sign the letter. Give it to the employee in person. Ask them to sign a letter confirming that they understand the directive.

This will either grab their attention and bring about a change, or you will document them walking out the door. Timely feedback, action on promised consequences, and consistent application are the keys to success.

Step #4 – Fire Them!

Now that you’ve done all that and still don’t see the improvements, quickly destroy them. While firing someone is difficult, procrastination only exacerbates the damage. More often than not, poor employees are relieved when they are fired because it forces them out of a situation they know is not good for them. Remember, neither the law nor the government agency can force you to hire someone who doesn’t meet the job’s standards. Just be sure to document the problem objectively and dispassionately.

If you’ve never had to create one of these plans, you can look online where you’ll find many different websites that will allow you to download a performance improvement plan fair work  template that you can use to help you create the right type of form for your plan. Since there are dozens of different designs, you may want to consider downloading several different styles to choose the best one for your needs. Taking care of your employees and helping them advance in their careers is your job, and a productivity plan can go a long way in helping them succeed.