After the review cycle and development talk end, you may want to establish a performance improvement plan (PIP) for your direct reports. The primary goal is to address specific areas of performance deficiencies, identify skill or training gaps, and establish clear expectations for a future review assessment.
We recommend the following procedure to track the performance improvement plan in Leapsome:
- Upload the PIP into the employee's user profile (admins can help).
- Use the goals module to set and track the PIP goals. Consider creating a "template" goal that users can manually clone and use internally.
- Create a PIP meeting template based on the internal PIP template. This will help you have regular check-ins via meetings to monitor progress against the PIP.
- Direct the employee towards relevant training in Leapsome Learning to support them in achieving the PIP goals.
- Conduct a performance review at the end of the PIP to assess the degree to which desired improvement has occurred.
Not only should a PIP identify the specific performance issues, the areas for improvement, and the improvement goals to be achieved, but there should also be a clear timeline. PIP timelines are typically 30, 60, or 90 days from start to completion.
Here are some items that should be included in a PIP:
- Name of the person involved
- Name of the manager
- Date
- Reason for the plan
- Performance expectations
- Measures
- Metrics for measuring success
- Duration of the plan and date of review(s)
- Consequences if expectations are not met
The format is variable, but it certainly makes sense to create a document, e.g., a spreadsheet, which the employee concerned, the manager, and the contact person from the HR team can easily access.