The day you get the job of your dreams is one of the happiest days of your life. However, realizing that you are underperforming at work can be difficult. Being handed a PIP or performance improvement plan by your manager can be stressful.
However, it is important to understand that it is not the end. By understanding a PIP, you can get through this problem.
Know that a PIP can help clarify the expectations of your employer/manager and help you reach your goals easily. However, if you believe the conditions or expectations of your PIP are unfair, it is time to bring a PIP employment attorney into the picture. They can have a look at the document and help you understand employment law concepts.
What is a Performance Improvement Plan (PIP)?
A Performance Improvement Plan or a PIP is pretty self-explanatory. It is a written document outlining the existing issues in your skills or performance at work. At the same time, it includes the requirements and expectations of the company so that you can understand your goals.
A PIP is not much different from a school report card. It tells you where you are lacking and the goals you should be aiming for. A PIP also tells you how you can improve, whether through additional training or checking in more with your manager. Every PIP is different and can vary depending on the goals of the company.
Generally, it is the employee’s supervisor or manager who creates the PIP and submits it to HR. The document should include a specific deadline for meeting the requirements and consequences if the deadline is not met.
Benefits of a Performance Improvement Plan
A Performance Improvement Plan may seem like a nightmare, but it can help you thrive better within your field. Here are the benefits of a PIP for the company as well as the employee who receives it:
- Employees feel supported at a time when they struggle or need more guidance.
- Establishes a positive company culture.
- Hiring, recruitment, and training require time, money, and effort. A PIP can help improve the existing employees and save resources.
Are there any downsides to a PIP?
Yes, PIPs have both advantages and disadvantages. Here are some downsides:
- It takes time to create a PIP and explain it to the employee.
- The conversation of a PIP between the supervisor and the employee can be difficult.
- An employee can misinterpret the PIP and take it as a sign of termination.
What does a PIP form include?
Every PIP form must include the following information:
- The employee’s name
- Job title
- Work department
- Date of issue
- Areas for improvement
- Goals and activities with deadlines
- The final target date
- Expected results
- A schedule of progress review meetings
- Final review and results
