One way in which managers and, in particular, human resource managers can aid in helping employees improve their performance is through an improvement plan for performance. We will discuss the meaning of this and how to prepare one.
A performance improvement plan for employees is a written document that describes the current performance issues and clearly describing what an worker can accomplish to rectify them, as well as the amount of time it must be accomplished and the consequences in the event that the goals aren’t achieved.
A performance improvement program can be given to rectify the various weaknesses in performance at work, ranging starting with poor customer service, to low productivity to bad conduct in the workplace.
But, the consequence part of the plan, which can be the possibility of termination, causes employees to typically receive the performance improvement plans with a sense of fear. This is why managers should present them in a manner that employees see them as the tool for improvement that they could be.
How do you introduce an improvement plan for performance
It is the first thing to determine whether a performance improvement program is really needed. Find the areas where you’d like to see your employee excel and then outline them. Talk to the human resource manager , and invite them to attend at the time you meet with the employee. You should only present the PIP after you’re sure you’ve got all the details you require.
Invite the employee to an appointment is next. Although some individuals prefer to email the employee however, it’s an ideal idea to conduct an in-person conversation telling your employee that you’re going to begin the process, and follow this with a formal email.
This will ensure that your employee does not feel apprehensive, and demonstrate that you’re aware of how they may feel. If you can to do so, the meeting could be held in a neutral location in which your employee feels more at ease.
Discuss the issues in a two-way manner. As a leader you’ll be aware of areas that you’d like to see improvement however, be aware that it’s still an open discussion. Employees may bring up issues that hinder their performance and warrant a deeper discussion. There is a opportunity to discuss issues which are not under the company’s control, and those which are able to be modified.
Additionally, since the plan for improvement in performance will outline the steps needed to improve performance employees’ input will be vital. It is not a good idea to make them be unsuccessful by insisting on goals that aren’t achievable. Make sure employees are aware of the steps they must take. Both parties should be able to agree on the specifics of the plan for performance improvement.
Set dates for check-ins. Based on the duration of the improvement plan for performance 30-60 or 90 days the check-ins may be monthly, weekly or bi-weekly. The frequency must be determined by both the employee and the manager.
The checks-ins can let the employee get an insight into their performance, correct the course when necessary, and receive some support throughout the process. It also helps the manager to monitor the employee’s performance.
Keep a record of everything that was discussed and make copies of the discussion with employees. If executed properly with clear goals that are achievable and clearly defined steps to follow, improvement plans can bring many advantages.
The benefits of plans for improving performance
They can save money.
The cost of keeping an employee is less than hiring the new one. If you can implement a successful plan to improve performance companies can eliminate the requirement to promote or interview employees, and instead train and then induct new employees.
It’s not only a financial cost however, it also causes time-consuming as resources must be diverted from work operations to execute every hiring step.
They are great motivators.
While it can be a little scary to discover that you require an improvement program for your performance but it is also an excellent incentive. It can let workers know their managers really care about their success and want to see them grow and if they didn’t and they were to eliminate them, and not invest in them this way. Employees are more productive when they feel appreciated.
The company could also see an increase in productivity due to the fact that employees perform better when they know precisely what they should do. The goal-oriented nature of plans for improving performance and specific steps to meet the goals is a way to ensure the issue.
Make sure that people are prepared for promotions.
How do you prepare someone to take on a new job? Set them a series of tasks to complete and then guide them. The performance improvement plan will outline the tasks they’ll need to accomplish and how they must complete these tasks.
In the event that the outcome is good it could be the seal of approval to gain the promotion. If not it can at the very least highlight areas they have to focus on in order to get where they’d like to go.
They may also help prepare employees for a move to another department. An improvement plan for performance can be a great option for an employee who might prefer a different department. They will be able to test whether they are able to accomplish the new duties and how they do it.
Management has the chance to “test the waters” before approving the job change. This is a great way to prevent any issues later. It also helps to employees understand the reasons why they should change their job.
They are a highly effective method to change behavior
In contrast to reviews, an employee performance improvement plan comes with consequences. Failure to meet the targets could result in them losing time, being or even a reduction, and in the worst scenario, losing their job. Therefore, employees will feel motivated to perform better.
Additionally, when implementing the performance improvement plan the employee was actively engaged in finding a solution to their specific issue It is important to remember that the whole process is an open discussion. They’ll be more enticed to follow the steps they participated in formulating.
In summation
Do you think your employee could be benefited from a performance improvement strategy? Begin by taking the anxiety out of the procedure.
Make sure the employee is aware of it and ask for their input. While doing this provide guidance and assistance. By doing this you improve the odds of your employee reaching and possibly over the targets set.
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