A performance improvement plan is a standard tool to assist employees who are performing poorly.The purpose of a performance improvement plan is to help an employee address any issues in his or her work.It's important for a supervisor to have a performance improvement plan in place before taking action against an employee.
Step 1: There are document performance issues.
If you want to put an employee on a performance improvement plan, you need to be certain that he or she is doing a good job.In documenting problems with an employee's performance, use information that is objective, factual, and detailed.It is recommended to use a consistent format for documentation of employee performance so that all employees are assessed fairly.The employee information should be included in your documentation.Specific rules or policies that may have been violated can be found in the description of performance discrepancy.
Step 2: You should talk to your employee about your concerns.
Conduct a candid, face-to-face meeting with the employee in question to discuss the observed issues with his or her performance.Sharing your observations with your employee is important so that he or she understands your point of view and acknowledges that there's a problem.Provide as much information as possible in your documentation.Don't use inflammatory or accusatory language because it will make the employee feel attacked.Try to keep an open mind and avoid making assumptions as to why the employee's work performance has suffered.Stress from outside work can affect the performance of an employee.
Step 3: It is a good idea to highlight the ways in which your employee deviates from the expected behavior.
Let the employee know if he or she has committed a specific policy infraction, is not keeping up with work quota, or simply not meeting expectations of the position.Focus on the outcomes of the behavior rather than the individual so that your employee can see how his or her behavior is affecting results at the workplace.
Step 4: Specific, measurable improvement goals can be set for your employee.
If possible, goals should be definitive and include numbers that can be used to assess progress.Don't use generalizations or wording that can be interpreted in different ways.misunderstandings of expectations between you and your employee can be prevented by specificity in improvement goals.The employee will clock in for work no later than 9:00 a.m. every day and have no more than one calculation error per report.
Step 5: A detailed list of available resources should be included.
Any resources that your employee has access to should be listed.This helps you document that you've helped the employee and give them an idea of the tools that can help them improve.Make sure the employee knows how he or she should use the supports.Funds, training materials, time away from normal responsibilities, or other people's time and expertise are some of the resources that can be included.An administrative scheduling tool that helps organize and set time goals for work completed could be given to an employee who is struggling with time management.
Step 6: Performance improvement goals can be achieved by creating a timeline.
This will ensure that the employee is on track with his or her performance improvement plan.The start and end dates of the employee's performance improvement plan are usually stated.Determine benchmark goals to be met on the dates between the start and end.
Step 7: Determine the metric that will be used to measure progress.
To avoid confusion on the part of the employee, be specific in how you evaluate his or her progress.Different goals will require different methods of measurement.If improved attendance is the goal, state how you will keep track of it.The employee will use computer software to clock in and the supervisor will review attendance records.The employee will report to his supervisor at the beginning of the day.
Step 8: The consequences should be stated after the completion of the performance improvement plan.
If the targets are not met by the end of the performance improvement plan, then specific actions will be taken.When the plan ends, your employee should be made aware of what will happen so that he or she knows what to expect.An example of a consequence is that an employee is placed on probation until he or she completes at least three of the five targets outlined in the performance improvement plan.If more than two targets are not met, employment will be terminated.If all targets in the performance improvement plan are not met, the employee will be moved to a different position.
Step 9: Review the performance improvement plan with your employee.
Review a performance improvement plan thoroughly with your employee so that you both understand and feel comfortable with the terms of the plan.If necessary, this can serve as a legal document in the future.The employee should receive a copy of the performance improvement plan.Walk through it with him or her.The employee can give feedback.The plan should be adjusted to meet the needs of both parties.Inform the employee that he or she fully comprehends the plan.Your employee should acknowledge the receipt and review the plan with you.
Step 10: Document your employee's progress.
When using the metric established in the performance improvement plan, measure the employee's progress toward meeting his or her targets, and document the progress as thoroughly as possible.This will provide you with objective evidence of the employee's progress and help in sharing useful feedback to your employee.
Step 11: Discuss progress with your employee.
Establish regular follow-up meetings with the employee.It helps the employee stay motivated and committed to achieving success if he or she is held accountable for his or her performance.The meetings are supposed to help your employee succeed.Provide feedback to the employee about his or her progress.Allow the employee to ask questions.Help the employee stay on track with advice and suggestions.You can better understand how you can help your employee by learning more about him or her.
Step 12: The performance improvement plan needs to be assessed.
Determine if your employee is making progress with their performance improvement plan.If it isn't working, you have to decide if the plan or employee is to blame.You can use this to figure out how to deal with the employee.To make the goals more realistic, alter the performance improvement plan.Does the time frame need to be extended?Is the performance targets hard to achieve?Were the results within the employee's control?
Step 13: Don't take no for an answer.
If the performance improvement plan works, give the employee positive feedback, and if applicable, reward him or her in whatever way you outlined in the plan.Coming off a sentence.If the plan doesn't succeed in improving performance, you should take the actions outlined in your plan to proceed in the best interests of your organization.