Talking of performance improvement plan attendance, a performance improvement plan (PIP) is a document that aims to help employees who are not meeting job performance goals.
A PIP covers specific areas of performance deficiencies, identifies skills or training gaps, and sets clear expectations for an associate’s future conduct (like improving attendance and working efficiency).
A performance improvement plan (PIP), also known as a performance action plan, is a tool to give an employee with performance deficiencies the opportunity to succeed.
Table of Contents
When You Should Implement A Performance Improvement Plan
At one point or another, every manager is going to have an underperforming employee.
They may not be meeting job requirements. Or, rather, consistently exhibiting behaviors that are not in line with company expectations. The manager will reach a point where it is clear that the situation has to change.
Firing an employee might seem to be the logical course of action at this point. However, we urge HR and Managers to consider another approach, the formal performance improvement plan attendance.
The Formal Performance Improvement Plan
It’s a process of identifying the root causes of poor performance. Furthermore, it includes outlining clear expectations for improvement. Finally, giving the employee a chance to remedy shortcomings.
Not only would it save time and costs related to termination and re-hiring. It would also create a culture of performance accountability for employees and their managers.
What are the benefits of a performance improvement plan?
With PIPs, employees are more likely to be engaged and productive since they now understand what the organization expects.
PIPs outline in detail any issues or behaviors that are causing problems, corrective actions to take to improve, and what meetings and resources will be available to offer support.
Performance improvement plans also help boost the morale of workers who are currently feeling unfulfilled in their roles.
Moreso, improvement plans can be used to increase employee mobility, allowing them to transition into higher-level roles or move laterally into roles that they feel they are better suited for.
All of this creates a better-trained, more talented workforce.
Steps For Making A Performance Improvement Plan
To make a performance improvement plan for attendance, follow the steps outlined below;
Define Success
If you are already considering a PIP, you should already be familiar with the problem at hand. Note that, the first step in designing a PIP will be defining this problem as clearly as possible.
Then, describe what it would look like for the employee to succeed instead. Furthermore, document all previous instances in which the employee did not meet expectations.
Set Clear Goals for the Employee
Once success is defined, I suggest you provide steps for the employee to improve. For instance, let’s say an employee is struggling with sales quotas.
If the duration of the plan is 90 days, then you might have sales goals that gradually increase. Increment per week until you expect the employee to meet the required quota.
Further note, clear goals will also have a time limit. Therefore, I advise you to consider how long it might take the employee to complete each action step and pace your goals accordingly.
Indicate Resources for Success
Because a PIP is about helping the employee succeed in the given role, I find it important to add that you give them the best support. I believe you can achieve this by helping the employee make use of the resources available.
From software to handbooks, and document libraries, other team members, and supervisors are available for support.
Also, be sure the employee is comfortable interacting with all of them. And, as well, knows how to access or communicate with each one.
Schedule Feedback Meetings
It is also important to have meetings for the supervisor to provide feedback about the employee’s progress.
Let me iterate that scheduling these meetings regularly, ahead of time, will help reinforce any new habits. Moreso, they’d provide deadlines for improvement when the plan is implemented.
Outline Consequences
Consequences are a key part of creating accountability within a company. In designing a PIP, I want you to understand that it is important to clearly state the consequences, should the employee’s performance not improve.
Although, while the consequence of a PIP is often terminated, you may otherwise choose to move the employee to another position or lower the employee’s pay.
Being that the employee now knows what is at stake, I believe that, therefore, this will illustrate how important it is to have a high-performing team.
Congratulate and Encourage
If the employee succeeds, congratulate him or her on their achievement.
Furthermore, I’ll like that you are sure to encourage the employee in any commendable habits they develop during this process.
Moreover, ensure them that continued good performance is expected in their role.
