Top tips for creating an employee performance improvement plan (PIP). There is also a slide that provides information on a Timesaver Kit that includes templates to creating an employee performance improvement plan process.

1. S
The What, When and How
of Employee Performance
Improvement Plans
By Rosanna Nadeau, SPHR
Originally published by HR C-Suite
www.hrcsuite.com

2. 2 Ways to Influence Low
Employee Performance
S Progressive Disciplinary Process
S Verbal Counseling
S Written Counseling
S Suspension/Final Written Counseling
S Termination of Employment
S Performance Improvement Plan (PIP) – a structured,
documented, time-bound approach including frequent
feedback.

3. Competitive Practices to a PIP
S A written agreement between company and employee
S Includes written examples of performance deficiencies, and
dates of previous related discussions
S Includes SMART goals for improvement
S Duration timeline is set based on a reasonable time the
employee can achieve required goals
S Meetings are conducted regularly and on-time

4. Benefits of a PIP
S Fosters trust
S Demonstrates intention of fairness and commitment
S Provides the employee a reasonable opportunity to succeed
S Can deliver performance turn-around results

5. 7 Steps to Create a PIP
1. Write down what behavior or performance issue you observed
S What is the behavior or performance issue?
S Has this issue occurred before with this employee?
S What steps have been taken to ensure the employee
understands expectations?
S Does the employee have access to information, resources,
and support needed to succeed?
S What could have been done differently?

6. 7 Steps to Create a PIP
2. Hold a fact finding conversation with the employee
S Find out the employee’s side why they feel they cannot meet
expectations
S Be prompt and private about the meeting
S Be sure to meet with the employee when you are in the
frame of mind to be objective and not annoyed

7. 7 Steps to Create a PIP
3. Write the Performance Improvement Plan
S Clearly identify the performance area in need of improvement
S Provide examples
S Identify dates of previous feedback provided
S Set SMART goals to achieve the required improvement
S Establish starting and ending dates of the PIP
S Include the requirement to achieve and sustain the improvement beyond the
PIP period
S Explain the consequences of failing to meet all PIP performance
requirements

8. 7 Steps to Create a PIP
4. Get approval and support for implementing a PIP
S Be sure you have support from your immediate supervisor
and HR prior to meeting with the employee

9. 7 Steps to Create a PIP
5. Discuss the PIP with the employee
S Approach it with the employee from the perspective that
you want to help them be successful.

10. 7 Steps to Create a PIP
6. Schedule frequent and regular update meetings with the
employee
S Describe information the employee will be required to have
with them at each follow up meeting.
S Express your confidence in the employee.

11. 7 Steps to Create a PIP
7. Copies of the PIP
S A copy to the employee
S A copy to HR.
S Keep a working copy for your ongoing reference

12. Short on time but still need to
deliver results?
Access our Performance Improvement Plan Timesaver Kit TM
This Kit Gives You:
S Performance Improvement Plan Roadmap (Editable)
S A Performance Improvement Plan Template (Editable)
S A Performance Improvement Plan Follow up Meeting Template
Buy now and have these templates delivered to your email in-box
instantly!
Go to: http://www.hrcsuite.com/product/process-improvement-plan/