How to Implement a Performance Improvement Plan (PIP)

If the employee continues to struggle with their responsibilities and it is  becoming detrimental to the job, their co-workers and the company, consider  implementing a Performance Improvement Plan (PIP).

The goal of the PIP is to get the employee to where they need to be. A failed PIP  can result in termination, but it should not be viewed in this way from the offset.  Instead you should approach a PIP as a clear and transparent effort to assist with  your employee’s improvement and success in their role. 

Always begin the PIP process with a meeting. It is crucial to clearly identify the  issues and develop an action plan with the associated improvements. This should  form part of a collaborative process, but it is important that the employee takes  ownership of their own development. 

You should monitor their progress and provide them with the necessary  resources, required for them to be able to succeed. The objectives should be  SMART (allow at least one month to provide time for improvements) and you  should aim to have regular check-ins to assess their progress and review specific  examples of where they have improved (or not).

We have put together a PIP template for you.