HOW TO MANAGE PERFORMANCE IMPROVEMENT PLAN

INTRODUCTION FOR HOW TO MANAGE PERFORMANCE IMPROVEMENT PLAN

A Performance Improvement Plan (PIP) is a tool to give an employee with performance deficiencies the opportunity to succeed. It may be used to address failures to meet specific job goals or to ameliorate behavior-related concerns.

Fundamentally, a PIP is a structured communication tool designed to facilitate constructive discussion between the employee and the supervisor.

COURSE OBJECTIVES

By the end of this course you will be able to:

• Provide clear expectations and metrics about the work to be performed or behaviour that must change
• Identify the performance to be improved or the behaviour to be corrected
• Provide the support and resources to help the employee make the required improvements
• Devise a plan to review the employee’s progress
• Specify possible consequences if performance standards as identified in the PIP are not met

WHO SHOULD ATTEND

• Managers who need to manage a team

NUMBER OF PARTICIPANTS

• Maximum 20 pax.

DURATION

• 2 Days

METHODOLOGY

• Lecture 30%
• Case studies
• Interactive questions and answers
• Group Discussion

COURSE CONTENT

Module 1 – Effective Performance Management

• What is performance management
• The performance management cycle
• Consequences of non-performance
• Common types of poor performance issues
• Causes of underperformance

Module 2 – Recognising Performance Problems

• What does underperformance look like?
• What is the difference between misconduct and underperformance?
• Managing poor performance at work: A checklist for managing underperformance
• What Is A Performance Improvement Plan (PIP)
• Types of Performance Improvement Plan
• Business reasons for Someone to be put On A PIP
• The cons of PIP
• What to include in a performance improvement plan.
• Overcoming the challenges of a PIP

Module 3 – Performance Improvement Plan (PIP) Step-by-Step

• Step One: Set up a Performance Improvement Plan
  • Set up a meeting with the employee
    • Prior to the meeting
    • During the meeting
    • Finalize Performance Improvement Plan (PIP)
  • Over the Review Period
    • Regular meeting
    • Clear, honest feedback
    • Documentation

Module 4 – Step Two: Invitation to First Formal Review Meeting

• The message inviting the employee to the review meeting should cover important aspects of review meeting
  • Progress against PIP objectives
  • Areas of concern
  • Invite employee to explain
  • Advise on outcome

• Formal Review Meeting
  • Punctuality
  • Opportunity to discuss issues of concern
  • Give feedback

• Confirmation of Outcome
  • No disciplinary action but continuation of PIP
  • No disciplinary action and resume normal management
  • No disciplinary action and move to an informal performance management process.
  • Disciplinary action (a written warning) and continuation of PIP

Module 5 – Step Three How to write a PIP

• Determine acceptable performance
• Create measurable objectives
• Define what support the employee will receive
• Draw up a schedule for check-Ins
• State the consequences of a lack of improvement
• Legal & Ethical Considerations When Developing A Performance Improvement Plan

Module 6 – STEP 4: FOLLOW UP

• Take notes.
• Track individual goals and how they impact team performance.
• Keep the conversation going.
• Be approachable.
• Check in with other team members.
• Identify potential roadblocks

Module 7 – STEP 5: Consequences Of Ongoing Underperformance

• What are the different consequences
• Due process
• Appeals process
• Ways to help an underperforming employee succeed

Module 8 – Legal aspect

• Processes before dismissing an employee for poor performance
• Law on probationers
• Industrial court cases

Module 9 – Role Play

• Activity: Discussion, Brainstorming & Presentation