Un supervisor puede usar esta carta para iniciar un diálogo con un empleado sobre la necesidad de mejorar el desempeño.
Para su conveniencia, debajo del texto en español le brindamos la versión completa de este formulario en inglés.
For your convenience, the complete English version of this form is attached below the Spanish version.
After the PIP ends, the management will evaluate your performance again. They’ll either see improvement, extend the PIP, or potentially discuss further actions.
While it's not unusual, it's not something that happens to everyone. It usually indicates that there’s a concern about performance that needs to be addressed.
Employees can often access training programs, mentorship, and even counseling services to help them during the PIP process.
Yes, if an employee does not show improvement after a PIP, it may result in termination. However, the goal is to provide support and help the employee succeed.
Your PIP should clearly state the performance issues, set measurable goals, and outline the steps you’ll take to meet those goals.
Typically, a PIP lasts for about 30 to 90 days, giving employees sufficient time to make necessary improvements.
A Performance Improvement Plan is a tool used to help employees improve their performance. It outlines clear expectations and provides support to help them get back on track.
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Atlanta Georgia Carta para el Plan de Mejora del Desempeño - Simple