Performance Improvement Plan Follow Up
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FAQ
Specific and measurable objectives that are achievable, relevant and time-bound (otherwise known as SMART goals). PIPs usually last 30, 60 or 90 days, depending on how long it would reasonably take to improve the specific issue.
State the exact performance that must be improved; be specific and cite examples. State the level of the work performance expectation and that it must be performed on a consistent basis. Identify and specify the support and resources that you will provide to assist the employee to succeed.
Don't let too much time pass after the training. Get your employees involved. Allow your employees to be creative with their own ways to reinforce the training and new skills they learned. Assign periodic assignments on different topics from the training. Assign a "mentee" to each employee who attended the training.
Be Punctual at Work, Meetings, and Events.Maintain a Healthy Diet and Exercise Regularly.Take Initiative.Improve Your Work Quality.Request (and Utilize) Feedback.Develop Job Knowledge and Skills.Support and Advance Your Organization's Vision, Mission, and Values.15 Performance Goals For Delivering Uncommon Results At Work\nwww.lifehack.org > performance-goals
Share your notes. After the performance review meeting is over, share your notes with the employee. Track individual goals and how they impact team performance. Keep the conversation going. Be approachable. Check in with other team members.
Successful PIP Conclusion A successful outcome occurs when the employee raises her performance rating, meets all the requirements of the PIP and her job performance is back on track. In this case, a successful outcome means continued employment and, possibly, a salary increase.
Decide if it's worth the battle. When you're put on a performance improvement plan, put emotions aside and decide whether you want to keep the job. Double your time commitment. Be willing to put in the time during your performance improvement plan. Ask for help. Have a good attitude. Burn the Plan.
Specific and measurable objectives that are achievable, relevant and time-bound (otherwise known as SMART goals). PIPs usually last 30, 60 or 90 days, depending on how long it would reasonably take to improve the specific issue.
Identify performance or behavioral issues that need improvement. Explain the level of performance and behavior expected. Supply helpful suggestions for employee improvement. Schedule progress meetings with the employee. Outline consequences for not meeting standards.
