Main Training Program

HOW TO MANAGE PERFORMANCE IMPROVEMENT PLAN

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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

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