A performance improvement plan (PIP) is a formal way to performance manage an employee. It is a document which, if done properly, should contain the following:
- Set clear expectations for the employee to achieve.
- Set time frames on when these expectations should be achieved.
- Identify specific performance concerns and inadequacies.
- Identify the specific outcome which the employer seeks the employee to achieve.
A PIP is usually in a table form and it should be a living document. It should be regularly updated after regular meetings regarding the employee’s performance.
The PIP should be administered in a fair and transparent way.
Some tips that we recommend in relation to PIPs are:
- Ensure that you request the relevant training and support needed to help you achieve the desired outcome as specified in the PIP.
- Clarify any uncertainties and ask for specific examples of alleged performance deficiencies.
- Review internal company policy documents to ensure that the PIP complies with the employer’s policies and procedures.
- Ask questions if you are uncertain about anything in the PIP.
- Make sure you understand what objectives must be achieved and the consequences if those objectives are not achieved.
- Raise any concerns with your employer if you believe that the PIP is not carried out in a fair and transparent way, including if you are being treated differently to other employees who have been in similar situations.
Find out how we can help you if you are being performance managed by visiting our How We Can Assist You [link to relevant subpage] page.