Few areas of a manager’s work are as complex as developing a performance improvement plan with an employee. The employee may feel humiliated or upset, while the boss must impart harsh reality.
These talks, unpleasant as they are, are necessary when performance is subpar. Employees must perform corrective action if they fail to fulfill standards, misrepresent fundamental principles, or exhibit uneven performance over time.
What does a performance improvement plan mean?
An employee performance improvement plan is a written document expressing any ongoing or recurrent behavioral and performance difficulties. It also notes goals that are feasible for a specific employee.
A performance improvement plan for an Employee often provides a schedule for the employee to reclaim a degree of standing within the firm. In this article, we see how to improve underperforming employees.
What is the purpose of a performance improvement plan?
There are several advantages, including engaging personnel by allowing them to modify their performance and habits, providing employees with thorough feedback and specific areas for growth, and demonstrating to employees that the business acknowledges their present issues. Employee wellness and development are critical to your organization’s success.
Furthermore, having a performance improvement plan in place reduces the possibility of a lawsuit if performance does not improve and leads to termination.
How to write a performance improvement plan?
This plan assists employees in achieving goals they may be having difficulty meeting and attempting to reduce maladaptive behaviors. At a basic level, an employee performance improvement plan for an employee may be considered as their probationary period. Many individuals view a performance improvement plan as the first step in terminating an employee. While it may be true in some cases, the plan may benefit both the employee and the firm.
In many circumstances, a performance improvement plan indicates that the employer wants to retain the employee. It is a systematic approach to continuous improvement based on a talent management strategy and rigorous documentation.
Management collaborates with the employee to develop a strategy and makes every effort to enable a conversation to pinpoint specific areas for development. Managers and HR representatives should examine the plan regularly in all circumstances. Performance evaluations are an essential part of continuing employee growth, and performance improvement plan reviews are no exception.
The management should periodically monitor and offer feedback to the employee on their work performance and, if necessary, take additional disciplinary action.
An employee improvement plan’s ultimate purpose should be to identify a solution that benefits the employee, their professional growth, and the company. Clear communication between the management and the team member leads to a more successful performance improvement plan.
Essentials for a performance improvement plan
Make your statements specific and objective
Explain clearly why the employee’s performance and/or conduct aren’t up to standard. Share instances of good performance, preferably from past projects the person worked on. Prepare to answer queries and explain why the employee’s performance falls short of the goal.
Agree on a strategy
Create agreed expectations acceptable to both parties. Include the employee in the planning process, giving them a say in their future. Employees have higher buy-in and are more inclined to face their issues straight on when they agree on a strategy and grasp the goal. Provide complete clarity by developing a SMART objective that you and the employee believe solves the present issue.
Recognize all possible scenarios
Will the person be fired if they do not improve? Could they get a new job or be moved to another department? What happens if their performance improves?
The employee should be aware of all potential outcomes. Don’t intimidate your staff, but be truthful with them. Outline the probable positive and negative repercussions of the employee’s activities. This conversation will bring transparency and encourage the employee.
Follow-up regularly
Regardless of their performance level, all employees and managers should have regular talks. However, when performance is low, these discussions become much more critical. We recommend meeting with the employee every two weeks to monitor performance and discuss what’s effective and what isn’t. Remember to train your personnel rather than regulate their performance.
Employees should be able to manage their productivity and performance, and it is your responsibility to assist and inspire them. In your follow-up interactions, provide your staff with appropriate instruction and feedback.
Take notes on the talks
Maintain a record of your interactions and share it with your employee.
It will concretize and clarify your expectations and allow both parties to reflect on and measure progress based on the dialogue. Any potential misunderstanding or missed facts are reduced with an excellent one-on-one tool.
Example of a performance improvement plan for unprofessional behavior
The following example will help you develop an action plan for non-performing employees.
Target Area: Explain behavioral and performance difficulties, and provide concrete examples of where and when standards were not fulfilled.
Desired Standard: Explain to the employee what is expected of them in terms of performance and conduct.
Improvement Measures: Describe what steps must be performed to achieve the desired level of performance.
Training and Help: Determine what training and support the employee will require to increase their performance.
Check-ins and evaluations: Set up regular meetings and anonymous surveys to track performance and discuss strengths and weaknesses, as well as possible impediments.
Ultimate Review: Document any improvements achieved in the target region in great detail. Be as comprehensive as possible when recording any instances of poor or exceptional behavior. If the occurrence repeats, make a quantitative note. Attach any actual paperwork to your proof to back it up.
Performance improvement plan successfully implemented
A good result is achieved when an employee raises their performance rating, satisfies all the performance improvement plan requirements, and their work performance returns to normal. In this scenario, a favorable outcome indicates ongoing employment and, perhaps, a raise in compensation.
Another advantage of this conclusion is that the employee feels their boss is sincerely concerned about their performance. It also protects the employer-employee relationship and saves the organization money on staff turnover.
