Writing Performance Improvement Plans With Actual Value
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Writing effective performance improvement plans, and committing to working through action steps, will either transform employee output, or prepare the employee for separation. The best PIPs use the language of competencies or company policies, and are unemotional in nature. Also, if supervisors expect their statements to have value, they must follow up with the employee.
Concrete PIPs are based on competencies or policies. Supervisors should go back to company documents, including competency lists, policy handbooks, and job descriptions, and describe how employee behavior did not meet expectations. Then, supervisors must write down how employee actions impacted others, or how performance impacted company results.
Each plan must include statements about what supervisors expect employees to do. Each expected behavior should be rooted in position competencies or in company policy. Also, each behavior should be listed in concise, non-emotional language, in order to avoid arguments or misinterpretation by employees.
After listing what is expected of the employee, supervisors should list their own commitments. In some cases, a weekly touch-base meeting will be sufficient to hold employees accountable. Other employees may need additional training, either off-site or with a supervisor, in order to relearn aspects of their job.
The best-written plans have no merit, if the supervisor does not follow through. When supervisors keep their commitments to regular meetings or to training opportunities, then employees will see that they, too, must be responsible for their own commitments. After each follow-through action, supervisors should make careful documentation that includes the current status of employee progress.
In any situation, the best outcome is for an employee to make the changes written in the plan, and to bring their behaviors up to standards. An employee who makes improvements is far more desirable than the headache of recruiting, hiring, and training a new one. Effectively-written performance improvement plans place responsibility for success onto the employee's shoulders, allowing them to conform their output to meet expectations.
Article Source: Articlelogy.com
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