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Effective Performance Improvement Plan (PIP)

Effective Performance Improvement Plan (PIP)

Effective Performance Improvement Plan (PIP)

  • Posted by Monday Ready
  • On April 7, 2020

At the workplace, there will be different types of employee personalities and similarly, the challenges arising out of them are bound to be just as different and unique. Today, the term ‘work culture’ has gained prominence and rightly so. If an individual is weekly spending 50+ hours of his waking time in an office, we better look at the culture followed in the office from close quarters.

And this brings us to the point of employee performance!

An employee works to the best of his capability only when he feels secure and motivated in his work environment. While looking at cases of low performances and reduced output, there is a tool that can be turned towards. It is called a performance improvement plan (PIP) which is a formal document that holds the employee accountable for his work performance. 

Performance Improvement Plan – How to create one?

Study the Candidate:

A resume will only tell you what the employee can do, not what he will do! A good background study of the employee’s past performance and achievements. This action may reveal clues as to why the performance is not up to the mark at present. 

Communicating the Plan:

It is very important that the employee understands his or her performance gap smoothly. Deciding on a certain date, a realistic plan to meet goals has to be outlined. This creates much-needed clarity at the outset as expectations are set and consequences are duly discussed with the employee. 


At your end, allow space for imperfections so as to manage the employee’s plan better. The time needed to fulfill tasks may need a review every now and then depending on certain external factors as well. 

Follow Up:

It is a great idea to future-proof the Performance Improvement Plan with timely meetings with immediate superiors to assess the growth. Employees are likely to feel reassured when there is an effective follow-up from time to time. On the flip side, this reignites the plan in case of complacency or lack of motivation.

Available Resources:

Due care must be taken to ensure that the employee receives access to all the necessary resources to grow and outperform himself during the course of the plan. Specific resources may also be planned so as to empower the journey of the employee.

Providing employees with enough incentive to perform is key to having a combined workforce that is focussed on productivity. Interesting studies suggest that our brains will never be fully realized unless we are part of a healthy group. Performance improvement plans should be brought in positively as an investment in the growth of an employee. The introduction of the same must not raise any red flags for the employee connoting a layoff anytime soon. 

It can be brought in during the repeated occurrences of the following instances: 

  1. Behaviour that is rude and disrespectful towards co-workers
  2. Unprofessional attitude with customers or clients 
  3. Consistent missing of deadlines
  4. Failure to keep up with the performance standards
  5. Skips meetings regularly 
  6. Any other repeated inappropriate behaviour
  7. Not being in office for more than an hour during the shift.

Creating a performance plan is suitable in the presence of a team member or the reporting manager of the said employee so as to take a few more factors into consideration. A performance improvement plan can be a great tool to systematically bring back the team in sync as well. 

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