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For example, if they're having a bad attitude with customers, you could set a time period where they aren't able to take on new projects or need to be monitored by a supervisor when they're with clients until they show improvement. The same goes for attitude problems manifesting internally.

For example, an employee who has a problem meeting deadlines, therefore causing delays in other departments, may receive a PIP that outlines a helpful, step-by-step process to meet those set deadlines.

A PIP should be created by the employee's line manager, with support from HR, and what it contains will vary massively depending on the specific performance issues involved. It should clearly articulate the areas where the employee is underachieving. It should set realistic goals.

For example, an employee who has a problem meeting deadlines, therefore causing delays in other departments, may receive a PIP that outlines a helpful, step-by-step process to meet those set deadlines.

5 Must-Haves in an Employee Performance Improvement Plan Be specific and objective. Clearly convey exactly why the employee's productivity and/or behavior isn't up to par. ... Align on a plan. ... Acknowledge all potential outcomes. ... Follow up regularly. ... Document the conversations.

The first step to implementing a PIP is having a conversation with the team member about performance and your expectations first, and always follow up with an email to document the conversation and confirm your expectations (HR will love you for this).

A performance improvement plan (PIP) is a document that aims to help employees who are not meeting job performance goals. A PIP covers specific areas of performance deficiencies, identifies skills or training gaps and sets clear expectations for an associate's future conduct.

Here are some ways to make sure your PIPs will help you reach your objectives Open up a dialogue with the employee first. ... Find the root causes of the issues. ... Start the PIP process by setting achievable goals. ... Provide guidance and positive reinforcement. ... Provide the necessary resources, training and time. ... Check in regularly.