Improvement Plan

1Step 1: Identify if a PIP is needed.2Step 2: Focus on behaviors.3Step 3: Provide proof with specific examples.4Step 4: List your expectations.5Step 5: Offer resources.6Step 6: Create a timeline.7Step 7: Sign off on it.

Identify the performance/behavior that needs improving. Provide specific examples for reasoning. Outline expected standard. Identify training and support. Schedule check-ins and review points. Sign and acknowledge.

Achievements. Productivity. Communication skills. Teamwork. Creativity and Innovation. Flexibility and Problem-solving.

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

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.

A performance improvement plan (PIP), also known as a performance action plan, 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.

Identify the performance/behavior that needs improving. Provide specific examples for reasoning. Outline expected standard. Identify training and support. Schedule check-ins and review points. Sign and acknowledge.

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.