Performance Improvement refers to the process of identifying, addressing, and enhancing an employee’s job performance to meet or exceed organizational expectations. It involves a structured approach to recognizing performance gaps, setting clear goals, and providing the necessary support and resources to help employees succeed.
Performance improvement is also not solely corrective - it supports high performers in reaching their full potential and contributes to a culture of continuous learning and excellence.
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Key Facts
- Assessment: Involves evaluating current performance through feedback, metrics, or evaluations.
- Plan: Often includes a Performance Improvement Plan (PIP) with specific goals, timelines, and support.
- Support: May include training, mentoring, or regular check-ins to guide progress.
- Purpose: Aimed at correcting underperformance, boosting productivity, or preparing for promotion.
- Outcome: Can lead to improvement, reassignment, or termination if expectations are not met.
1. What is a Performance Improvement Plan (PIP)?
A PIP is a formal document outlining areas of concern, expectations, actions required, and deadlines to improve performance.
2. When should performance improvement be initiated?
When an employee consistently fails to meet expectations or after a performance review identifies issues.
3. How long does a typical PIP last?
Usually 30, 60, or 90 days, depending on the severity of the performance gap.
4. What happens if an employee fails to improve?
It may result in demotion, reassignment, or termination, depending on company policy.
5. Can performance improvement be positive?
Yes, it can be used proactively to help employees grow, develop new skills, or prepare for higher roles.
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