example performance improvement plan for unprofessional behavior

Offering rewards not just give motivation but also helps the employee to connect with the company better. The reason behind creating PIP is to keep that employee on your team by improving their skills. An employee can be facing personal problems or mental health issues. Deb Muller is the CEO of HR Acuity, employee relations case management and investigations software that combines documentation, process, and human expertise so organizations can meet the challenge of managing employee relations in the modern world. The primary benefit of a performance improvement plan is its role in illustrating to an under-achieving employee that their current challenges and long-term goals are understood, and that the organization is there to take an active role in supporting them. Now lets take a look at what exactly is to be taken care of in a Performance Improvement Plan with some examples. Expectations. Determine If a PIP Is Appropriate. A PIP is not a step in the progressive discipline process. Set clear expectations for the employee.