In order to help improve the individual employee\u2019s performance, a Performance Improvement Plan provides:<\/p>\n\n\n\n
- \n
- the goals the employee is tasked with achieving<\/li>\n\n\n\n
- the tasks meant to help guide the employee toward the said goals<\/li>\n\n\n\n
- the time he or she has to achieve the goals<\/li>\n<\/ul>\n\n\n\n
How does a Performance Improvement Plan work?<\/b><\/h3>\n\n\n\n
From the point of view of the employee, a Performance Improvement Plan is meant to address his or her performance issues and help them overcome the said issues. In that sense, it\u2019s similar to being on probation work.<\/p>\n\n\n\n
Let\u2019s call the employee Emily.<\/p>\n\n\n\n
First, Emily\u2019s employer and an HR representative meet up with Emily and explain to her the performance issue they noticed she\u2019s been having.<\/p>\n\n\n\n
They explain to her the goals she needs to reach in order to improve her performance and the time period she\u2019ll have at her disposal for this purpose.<\/p>\n\n\n\n
She\u2019s then given the goal-related tasks she\u2019ll need to tackle during this time, and the resources she\u2019ll have at her disposal to do it.<\/p>\n\n\n\n
She may have further questions about her position and the duties covered by the Performance Improvement Plan, and she can ask them at this meeting. If Emily agrees to participate in her proposed PIP, she needs to sign the formal document.<\/p>\n\n\n\n
Emily is closely watched during this time period \u2013 she has frequent check-ups with her assigned supervisor, who monitors her progress.<\/p>\n\n\n\n
Unless she is able to carry out her tasks and reach her goals during this time, her position at the company is further discussed \u2014 as the end result of an unsatisfactory PIP, she may be fired.<\/p>\n\n\n\n
How long should a performance improvement plan last?<\/b><\/h3>\n\n\n\n
The time frame for a Performance Improvement Plan is usually between 30 and 120 days.<\/p>\n\n\n\n
This usually depends on the type of performance issue(s), and how much time Emily will really need to improve her performance on the said issue(s).<\/p>\n\n\n\n
Quick PIP guide for employers<\/b><\/h2>\n\n\n\n
There are several important points employers need to consider when implementing a Performance Improvement Plan with an employee.<\/p>\n\n\n\n
Namely, when to use them, what types of PIPs there are, how to write and implement a PIP, and how you know your PIP has been effective.<\/p>\n\n\n\n
When to use a Performance Improvement Plan?<\/b><\/h3>\n\n\n\n
Now, by definition, a Performance Improvement Plan is used to help improve the performance<\/i> of an underperforming employee.<\/p>\n\n\n\n
But what does that even mean? What are performance improvement issues? And when is a Performance Improvement Plan appropriate?<\/p>\n\n\n\n
Well, it may be appropriate when:<\/p>\n\n\n\n
- \n
- An employee working as a sales agent fails to reach a certain monthly quota, a significant number of times per month.<\/i><\/li>\n\n\n\n
- An employee fails to complete a project on time, a significant number of times in a row.<\/i><\/li>\n\n\n\n
- An employee fails to come to work on time, a significant number of times in a row.<\/i><\/li>\n\n\n\n
- An employee fails to adhere to important company policy, once, or a significant number of times in a row.<\/i><\/li>\n\n\n\n
- An employee fails to provide correct research data for projects, a significant number of times in a row.<\/i><\/li>\n<\/ul>\n\n\n\n
Each of the listed situations may merit a suitable Performance Improvement Plan.<\/p>\n\n\n\n
What types of Performance Improvement Plans are there?<\/b><\/h3>\n\n\n\n
Performance Improvement Plan for attendance<\/b> <\/h4>\n\n\n\n
The area in which the employee (let\u2019s once again call her Emily) is underperforming may be attendance<\/i>.<\/p>\n\n\n\n
For example<\/b>, in the last couple of months, Emily has failed to get to work a couple of times, but she also failed to call in at the office within a reasonable time. She may have also made it a habit to be late to work on a regular basis.<\/p>\n\n\n\n
You\u2019ll need to make sure your Performance Improvement Plan covers all of Emily\u2019s attendance<\/a> issues, within a reasonable time period \u2013say, 30 days.<\/p>\n\n\n\n
Before implementing a Performance Improvement Plan for attendance <\/b>\u2013 check whether the problem is on your end:<\/p>\n\n\n\n
- \n
- Do you have an official employee attendance policy?<\/li>\n\n\n\n
- Is your employee attendance policy clear?<\/li>\n\n\n\n
- Are you providing incentives for good attendance behavior?<\/li>\n\n\n\n
- Have you defined the consequences for subpar attendance?<\/li>\n<\/ul>\n\n\n\n
Performance Improvement Plan for time management and productivity<\/strong><\/h4>\n\n\n\n
The area in which Emily is underperforming may be tied to time management<\/a> and <\/i>productivity<\/i><\/a>.<\/p>\n\n\n\n
For example<\/b>, in the last couple of weeks, Emily has constantly been behind with his work. As a result of her lackluster performance, her team has missed several moderately important project deadlines during one month.<\/p>\n\n\n\n
You\u2019ll need to make sure your Performance Improvement Plan covers all of Emily\u2019s time management and productivity issues, within a reasonable time period \u2013say, 60 days.<\/p>\n\n\n\n
Before implementing a Performance Improvement Plan for time management and productivity <\/b>\u2013 check whether the problem is on your end:<\/p>\n\n\n\n
- \n
- Are project deadlines always clear?<\/li>\n\n\n\n
- Is the scope of the work always clear?<\/li>\n\n\n\n
- Is the requested work norm per day or week always clear?<\/li>\n\n\n\n
- Do you have detailed and clear project timelines<\/a>?<\/li>\n<\/ul>\n\n\n\n
Performance Improvement Plan for teamwork<\/strong><\/h4>\n\n\n\n
The area in which Emily is underperforming may be tied to the work she\u2019s handling within a team.<\/p>\n\n\n\n
For example<\/b>, in the last couple of projects, Emily has remained on par with her work. However, her professional relationship with her teammates was less than great. She was often reluctant to take on responsibility for her actions, and reluctant to take extra work when needed. She was defensive in the face of constructive criticism and failed to make the requested changes. She failed to collaborate with her teammates in an efficient manner. As a result of all that, the final project had some shortcomings that could have been avoided.<\/p>\n\n\n\n
You\u2019ll need to make sure your Performance Improvement Plan covers all of Emily\u2019s teamwork issues, within a reasonable time period \u2013say, 90 days.<\/p>\n\n\n\n
Before implementing a Performance Improvement Plan for teamwork <\/b>\u2013 check whether the problem is on your (or someone else\u2019s) end:<\/p>\n\n\n\n
- \n
- Are the teams assembled carefully? Or do some team members lack the necessary interpersonal and technical skills to carry out their roles with success?<\/li>\n\n\n\n
- Are the team responsibilities always clear?<\/li>\n\n\n\n
- Does the team have all the necessary resources to carry out the work?<\/li>\n\n\n\n
- Is the manager open for discussions with individual team members?<\/li>\n<\/ul>\n\n\n\n
General Performance Improvement Plan<\/strong><\/h4>\n\n\n\n
Sometimes, there\u2019s not just one area of work Emily is underperforming in.<\/p>\n\n\n\n
For example<\/b>, she may be a lackluster team player, late at work, and\/or late with projects. However, the intensity of her performance issues is low, this is her first job, and her hard skills are generally great, so you don\u2019t want to fire her just yet. At least not without giving her a proper chance to improve.<\/p>\n\n\n\n
You\u2019ll need to make sure your Performance Improvement Plan covers all of Emily\u2019s general performance issues, within a reasonable time period \u2013say, 120 days.<\/p>\n\n\n\n
But, before implementing a General Performance Improvement Plan <\/b>\u2013 check whether you\u2019re guilty of some of the above-listed problems that may be hindering Emily\u2019s performance and stopping her from reaching her full potential.<\/p>\n\n\n\n
How to write and implement a performance improvement plan?<\/b><\/h3>\n\n\n\n
Once you\u2019ve determined that a PIP is appropriate for the Emilys of your company, it\u2019s time to create a comprehensive Performance Improvement Plan.<\/p>\n\n\n\n
There are several steps you need to follow in order to do so:<\/p>\n\n\n\n
1. Create a Draft PIP<\/b><\/h4>\n\n\n\n
You may implement a PIP for different reasons, as previously mentioned, but you\u2019ll always need to add several specific elements to your Performance Improvement Plan:<\/p>\n\n\n\n
- \n
- Add “Employee information”<\/b> <\/li>\n<\/ul>\n\n\n\n
Here, you\u2019ll add the basic information of your employee, their position at the company, their department, and the manager. You\u2019ll also add the date when the employee signs the PIP \u2013 this formal document will come into motion on that date.<\/p>\n\n\n\n
![\"The](\"https:\/\/clockify.me\/blog\/wp-content\/uploads\/2020\/01\/The-Employee-Information-min.png\")
<\/figure>\n\n\n\n- \n
- Add “The Main Areas of Concerns”<\/b> <\/li>\n<\/ul>\n\n\n\n
Here, you\u2019ll define the specific areas where the employee has thus far failed to meet the required expectations at work. As implied earlier, The Main Areas of Concern may be tied to attendance, time management, and productivity, teamwork, or a combination of several of these areas.<\/p>\n\n\n\n
![\"Main](\"https:\/\/clockify.me\/blog\/wp-content\/uploads\/2020\/01\/Main-Areas-of-Concern-min.png\")
<\/figure>\n\n\n\n- \n
- Add “The Expected Consequences”<\/b> <\/li>\n<\/ul>\n\n\n\n
Here, you\u2019ll define the consequences that await the employee if he or she does not live up to the requested goals to the fullest.<\/p>\n\n\n\n
![\"The](\"https:\/\/clockify.me\/blog\/wp-content\/uploads\/2020\/01\/The-expected-consequences-min.png\")
<\/figure>\n\n\n\n- \n
- Add “Expected PIP Duration” <\/b> <\/li>\n<\/ul>\n\n\n\n
This is one of the crucial elements of your PIP. The expected duration period of the PIP gives the employee the timeframe needed to reach the goals, and is crucial for the employee to organize resources available, and allocate specific time slots to tasks.<\/p>\n\n\n\n
![\"Expected](\"https:\/\/clockify.me\/blog\/wp-content\/uploads\/2020\/01\/Expected-PIP-duration-min.png\")
<\/figure>\n\n\n\n- \n
- Add “Issues Previously Addressed”<\/b> <\/li>\n<\/ul>\n\n\n\n
If you haven\u2019t addressed this performance issue beforehand, it may be a bit extreme to open the issue with a Performance Improvement Plan. Before implementing a PIP, you\u2019ll need to make sure you have made previous, less drastic attempts to encourage the employee to improve performance at work. These include all notable discussions, observations, and training the manager had with the employee on the topic.<\/p>\n\n\n\n
![\"Issues](\"https:\/\/clockify.me\/blog\/wp-content\/uploads\/2020\/01\/Issues-Previously-Addressed-min.png\")
<\/figure>\n\n\n\n- \n
- Define “The Improvement Goals” <\/b> <\/li>\n<\/ul>\n\n\n\n
Here, you\u2019ll define the specific goals the employee needs to reach within the time frame provided. If the issue you\u2019re looking to correct is tied to time management, then one of the improvement goals you define may be for the employee to beat each project deadline they\u2019re given<\/i>.<\/p>\n\n\n\n
![\"The](\"https:\/\/clockify.me\/blog\/wp-content\/uploads\/2020\/01\/The-Improvement-Goals-min.png\")
<\/figure>\n\n\n\n- \n
- Define “The Goal-Related Activities”<\/b> <\/li>\n<\/ul>\n\n\n\n
Goals are the main lodestar on the employee road to improved performance \u2013 but, he or she will need the goal divided into actionable tasks and activities.<\/p>\n\n\n\n
![\"The](\"https:\/\/clockify.me\/blog\/wp-content\/uploads\/2020\/01\/The-goal-related-activities-min.png\")
<\/figure>\n\n\n\n- \n
- List “The Resources”<\/b> <\/li>\n<\/ul>\n\n\n\n
Here, you\u2019ll list the resources the employee has at disposal to tackle the tasks and strive towards goals. You may include books and specific help from the manager in the list of available resources.<\/p>\n\n\n\n
![\"The](\"https:\/\/clockify.me\/blog\/wp-content\/uploads\/2020\/01\/The-resources-min.png\")
<\/figure>\n\n\n\n- \n
- Define “The Expectations”<\/b> <\/li>\n<\/ul>\n\n\n\n
The expectations in a PIP plan serve as a point of reference \u2013 they explain the parameters that mark that the employee has reached the expected outcomes.<\/p>\n\n\n\n
![\"The](\"https:\/\/clockify.me\/blog\/wp-content\/uploads\/2020\/01\/The-expectations-min.png\")
<\/figure>\n\n\n\n2. Review the PIP<\/b><\/h4>\n\n\n\n
When defining the goals, and goal-related tasks, or deciding on the time frame expected for the implementation of the Performance Improvement Plan, make sure you discuss these points with the employee first<\/i>.<\/p>\n\n\n\n
After all, if you\u2019re already going through the trouble of defining a Performance Improvement Plan, you\u2019ll want to set reasonable, attainable goals. Otherwise, you\u2019ll be setting up your employee for failure.<\/p>\n\n\n\n
So, before making anything official or asking the employee to sign anything, discuss the main points of the PIP first. Make changes as agreed upon.<\/p>\n\n\n\n
3. Monitor the progress of the PIP<\/b><\/h4>\n\n\n\n
Once everything has been agreed upon with the employee, from here on, you\u2019ll be tracking their progress. Each of the defined goal-related activities will need to be checked for progress on a regular basis. Decide on the dates when the progress checks will occur. Then decide on the follow-up methods and the people who will be carrying out the said follow-ups. You\u2019ll also need to define the expected progress for each check-up point \u2013 to serve as a reference point to help you make conclusions.<\/p>\n\n\n\n
![\"The](\"https:\/\/clockify.me\/blog\/wp-content\/uploads\/2020\/01\/The-progress-report-min.png\")
<\/figure>\n\n\n\n4. Make PIP conclusions <\/b><\/h4>\n\n\n\n
In the end, it\u2019s time to make the conclusions:<\/p>\n\n\n\n
Has the Performance Improvement Plan been successful?<\/p>\n\n\n\n
Has the employee worked on and improved his or her performance issue? If not, you may need to terminate the position. If yes, it\u2019ll mean continued employment.<\/p>\n\n\n\n
Now, if the employee exceeded expectations, you may even want to give out a salary increase, to encourage the employee to continue with the said exceptional performance.<\/p>\n\n\n\n
What\u2019s an easy way to create a Performance Improvement Plan?<\/b><\/h3>\n\n\n\n
Knowing how to create a Performance Improvement Plan is useful, as you\u2019ll know how to tweak it to fit your needs. However, as most efficient PIPs include the same elements, it\u2019s much easier and faster to use a ready-made template.<\/p>\n\n\n\n
Here\u2019s an efficient one you download now for free:<\/p>\n\n\n\n
\ud83d\udd3d DOWNLOAD Performance improvement plan template <\/a><\/p>\n\n\n\n
With this PIP template, you can:<\/p>\n\n\n\n
- \n
- use it for real-time editing in Google Docs<\/strong> \u2014 Just, click on “File” in the menu, click on “Make a Copy”, and name your new PIP document before saving it for further online editing. You can then easily share it with your employee to read and sign.<\/li>\n\n\n\n
- download it as a Microsoft Word document and then edit further<\/strong> \u2014 Just, click on “File” in the main menu, select “Download”, and then click on “Microsoft Word(.docx)”.<\/li>\n\n\n\n
- download it as a PDF document for easy printing<\/strong> \u2014 Just, click on “File” in the main menu, select “Download”, and then click on “PDF document(.pdf)”.<\/li>\n<\/ol>\n\n\n\n
\u2139\ufe0f Your Performance Improvement Plan template is great to help you make improvements in your workforce<\/a>.<\/div>\n\n\n\nAre performance improvement plans effective?<\/b><\/h3>\n\n\n\n
Whether a Performance Improvement Plan is effective or not depends on the person who wrote it, and your intentions as an employee.<\/p>\n\n\n\n
If your intentions adhered to the definition of a Performance Improvement Plan and involved the effort to actually help<\/i> improve the performance of an employee by setting relevant, but attainable goals and obligations, then you have an effective<\/i> PIP either way.<\/p>\n\n\n\n
Speaking of \u201ceither way\u201d, you may expect two outcomes from your effective PIP:<\/p>\n\n\n\n
- \n
- The employee reached the requested goals in the prescribed time frame<\/li>\n\n\n\n
- The employee didn\u2019t reach the requested goals in the prescribed time frame, either out of lack of skills or will<\/li>\n<\/ol>\n\n\n\n
Now, as previously mentioned, the first outcome indicates a successful<\/i> Performance Improvement Plan. Yet, both outcomes can be viewed as effective, because they tell you whether the employee is a good fit for the standards in your company, or not.<\/p>\n\n\n\n
Quick PIP guide for employees<\/b><\/h2>\n\n\n\n
Is a Performance Improvement Plan a disciplinary action?<\/b><\/h3>\n\n\n\n
In short, a Performance Improvement Plan is NOT a disciplinary action.<\/p>\n\n\n\n
But, both a PIP and a disciplinary action come into play when an employee is somehow underperforming at work \u2013 the purpose of both is to address the performance issue and encourage the employee to make improvements. But, they have different tactics to achieve their ends.<\/p>\n\n\n\n
Now, a Performance Improvement Plan involves concrete goals and a specified time frame that helps lay out the employee\u2019s expected progress during this time. Its aim is to help the employee through guidance and additional tasks \u2013 the employee is allowed to keep all work privileges.<\/p>\n\n\n\n
On the other hand, a Disciplinary Action <\/b>involves oral and written warnings that lead to a loss<\/i> of privileges. <\/b>So, instead of implementing a Performance Improvement Plan in order to improve a performance issue, the employer first issues an oral warning. If the performance issue becomes a recurring one, the employer issues a written warning, followed by disciplinary action. <\/b><\/p>\n\n\n\n
Depending on the severity of the offense, the disciplinary action may also involve a temporary suspension without pay, a temporary pay cut, or a demotion.<\/p>\n\n\n\n
So, a Disciplinary action is a stricter<\/i>, and less direct way of dealing with underperformance at work.<\/p>\n\n\n\n
The desired outcome of the PIP is improved work performance.<\/p>\n\n\n\n
The desired outcome of the disciplinary action is the return of lost work privileges \u2013 their underlying outcome is the employee\u2019s desire to keep those privileges by maintaining this improved performance.<\/p>\n\n\n\n
Are Performance Improvement Plans confidential?<\/b><\/h3>\n\n\n\n
Performance Improvement Plans are NOT officially confidential.<\/p>\n\n\n\n
When it comes to privacy, most state and federal laws treat only highly personal information and personal conduct carried outside of the office as confidential.<\/p>\n\n\n\n
In that sense, a Performance Improvement Plan is NOT confidential by definition, as it is carried out in a professional setting, not a private and personal one.<\/p>\n\n\n\n
However, different companies have different company policies, and some may treat a Performance Improvement Plan differently. In these companies, a PIP may be treated as confidential, or at least as a document not necessarily discussed openly \u2013 according to an unspoken agreement.<\/p>\n\n\n\n
Can you get fired during a Performance Improvement Plan?<\/b><\/h3>\n\n\n\n
Unless you reach the requested goals within the prescribed time period, getting fired is usually the next and final step.<\/p>\n\n\n\n
Some employers may even use a Performance Improvement Plan as the first official step before the employee is fired\u2026 But, this is an example of a misinterpreted purpose, as this is NOT how and why an employer should use a Performance Improvement Plan.<\/p>\n\n\n\n
Can you Challenge a Performance Improvement Plan?<\/b><\/h3>\n\n\n\n
You may be encouraged into challenging a Performance Improvement Plan in cases when it\u2019s clear the employer is using the PIP as the first step towards your inevitable termination.<\/p>\n\n\n\n
You may also want to challenge the conclusions of a PIP if you believe you have been evaluated unfairly.<\/p>\n\n\n\n
How to respond to a Performance Improvement Plan? How to survive a Performance Improvement Plan?<\/b><\/h3>\n\n\n\n
When handed with a PIP, there are several ways you can respond to it, and take every precaution to get through it with flying colors:<\/p>\n\n\n\n
- \n
- Decide whether it\u2019s all worth it<\/b> <\/li>\n<\/ul>\n\n\n\n
Now, the moment you get a proposal to go through a Performance Improvement Plan, you\u2019ll likely feel a bit shaken, and questions your options.<\/p>\n\n\n\n
In light of that, you don\u2019t have to accept the terms of your PIP. <\/b><\/p>\n\n\n\n
First, ask yourself, a couple of important questions:<\/p>\n\n\n\n
Do you find your job position something worth keeping?<\/i><\/p>\n\n\n\n
A PIP takes extra effort, and you may not want to take it on if you already have doubts in your company, your team, or your manager’s willingness to help.<\/p>\n\n\n\n
Perhaps you\u2019re not even sure you\u2019re up to it?<\/i><\/p>\n\n\n\n
The extra effort the PIP requires may take a toll on you, and you may not be satisfied with the outcome of the PIP, even if you succeed in reaching the said goals.<\/p>\n\n\n\n
Before signing anything, review the plan to ensure you understand everything. Make sure the plan involves attainable goals and tasks \u2013 ones you, or anyone else, can actually achieve within the requested time frame:<\/p>\n\n\n\n
\u2714\ufe0f Closing 3-5 sales deals every day is likely attainable<\/p>\n\n\n\n
\u274c Closing 100 sales deals every week<\/i> is likely much less attainable<\/p>\n\n\n\n
So, take some time to think about the proposed PIP, before you sign on and make a commitment.<\/p>\n\n\n\n
- \n
- Invest extra time in your work<\/b> <\/li>\n<\/ul>\n\n\n\n
As previously said, implementing a PIP takes extra effort \u2013 so, you\u2019ll need to invest extra time in your work. If you do, you\u2019ll be more likely to \u201csurvive\u201d the PIP and get the outcome you want.<\/p>\n\n\n\n
In order to handle the requested goals and tasks, you\u2019ll need to:<\/p>\n\n\n\n
- \n
- Work on your organizational skills. Parse your assigned tasks into more manageable sub-tasks, and block time in your calendar<\/a> for each sub-tasks. Make sure you stick to your time blocks<\/a>.<\/li>\n\n\n\n
- Cultivate the habit to track time<\/a>. This habit will help you keep an eye on the realistic time you need to tackle each sub-task. If you use Clockify by CAKE.com<\/a> for this purpose, you also get the option to analyze and export your tracked time. This way, you\u2019ll be able to organize your work more efficiently and track your progress at all times.<\/li>\n\n\n\n
- Identify and eliminate wasted time<\/a> in your everyday work routine. This may be the time you spend answering every email sent to your inbox (even the insignificant ones), or the time you spend in meetings you\u2019re not required in. These are the times you should identify, single-out, and eliminate, to leave more room for your PIP.<\/li>\n\n\n\n
- Make the effort to come to work on time, if specifically highlighted in your PIP (bonus tip<\/i>: coming to work on time is always recommended, either way). This applies to any main area of concern listed in your PIP. Follow the steps that\u2019ll help you improve, and be serious about your commitment to success.<\/li>\n<\/ul>\n\n\n\n
\n\u2139\ufe0f For more specific help, check out our lists of productivity tips:<\/p>\n
- \n
- \u2192 Time management tips for work<\/a><\/li>\n
- \u2192 25 ways to increase productivity<\/a><\/li>\n<\/ul>\n<\/div>\n\n\n\n\n
\n\n Free time tracker<\/span>\nTime tracking software used by millions. Clockify is a time tracker and timesheet app that lets you track work hours across projects.<\/p>\n\n
\n Sign up<\/a>\n\n <\/div>\n <\/div>\n\n\n\n \n ![\"Illustration\"](\"https:\/\/clockify.me\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/clockify\/default.png\")
\n <\/picture>\n <\/div>\n<\/div>\n \n\n\n\n- \n
- Ask others for help<\/b> <\/li>\n<\/ul>\n\n\n\n
Once you\u2019ve signed up and committed to a PIP, the best way to successfully go through it is to ask for help and guidance:<\/p>\n\n\n\n
- \n
- Make sure you arrange for regular check-ups, feedback meetings, and follow-ups with your assigned manager or supervisor.<\/li>\n\n\n\n
- During your first days at the company, you probably had a mentor who showed you the ropes, either officially or not. Ask them for some advice and counsel, share your ideas about improving your work, and ask for constructive feedback from them.<\/li>\n\n\n\n
- Ask the colleagues closest to you about your work \u2013 they\u2019ve been in close vicinity to you every day, so they\u2019ve likely noticed something about your work. Ask them for some helpful pointers.<\/li>\n<\/ol>\n\n\n\n
- \n
- Be positive and keep yourself motivated<\/b> <\/li>\n<\/ul>\n\n\n\n
Again, if you already agreed to go through a performance improvement plan, you won\u2019t get far by harboring bad feelings and thinking about how the world is unfair. So be positive about your abilities and skills, and go forward as best as you can.<\/p>\n\n\n\n
\u201cKeeping yourself motivated\u201d is actually linked to \u201cbeing positive\u201d \u2013 if you\u2019re positive about your future, it\u2019ll be easier to keep you motivated through your PIP. And motivation is crucial for success.<\/p>\n\n\n\n
For the purpose of staying motivated, you can:<\/p>\n\n\n\n
- \n
- Ask a colleague to be your accountability partner<\/b> <\/li>\n<\/ul>\n\n\n\n
An accountability partner will keep you accountable for implementing your PIP, and you can, in turn, help keep them accountable for their own work, no matter what it may be. Sometimes, there\u2019s no greater motivation than looking at the bigger picture and teaming up with someone.<\/p>\n\n\n\n
- \n
- Define a reward for your success, but don\u2019t visualize it<\/b> <\/li>\n<\/ul>\n\n\n\n
Visualizing your success is an often mentioned motivator, but it\u2019s not as effective as you\u2019d expect<\/a>. People who visualize their success think it\u2019s the best kind of lodestar to help them reach their goals. However, according to research, people who visualize their success, immediately feel the surge of happiness that comes with actually<\/i> reaching success \u2013 and, as a result, their need to reach the said success dwindles.<\/p>\n\n\n\n
However, rewards are a different matter entirely. A reward is something you\u2019ll only reach in the future, so you\u2019ll need<\/i> to pursue the goal in order to get to the reward. A notion which makes sure you don\u2019t lose your drive. For example, your reward after a successfully completed PIP can be a weekend at a luxury spa.<\/p>\n\n\n\n
- \n
- Surround yourself with positive reinforcement<\/b> <\/li>\n<\/ul>\n\n\n\n
One of the most positive, motivational things you can do for yourself is to make a Motivation Panel<\/i> near your desk.<\/p>\n\n\n\n
Here, you can add post-its listing your previous achievements, such as the time you aced your first project with a client.<\/p>\n\n\n\n
Moreover, you can add post-its with inspirational quotes from your favorite speakers, books, or movies.<\/p>\n\n\n\n
You can also add classics such as \u201cYou got this!\u201d and rare gems such as \u201cDon\u2019t hate Monday. Make Monday hate you!\u201d.<\/p>\n\n\n\n
Anytime you\u2019re thinking of giving up, just glance at your Motivation Panel<\/i> as a reminder that you can do it.<\/p>\n\n\n\n
Enhance employee performance with Clockify by CAKE.com<\/h2>\n\n\n\n
The thing about PIPs is that they need to be structured and based on accurate data.<\/p>\n\n\n\n
- Surround yourself with positive reinforcement<\/b> <\/li>\n<\/ul>\n\n\n\n
- Define a reward for your success, but don\u2019t visualize it<\/b> <\/li>\n<\/ul>\n\n\n\n
- Ask a colleague to be your accountability partner<\/b> <\/li>\n<\/ul>\n\n\n\n
- Be positive and keep yourself motivated<\/b> <\/li>\n<\/ul>\n\n\n\n
- \u2192 25 ways to increase productivity<\/a><\/li>\n<\/ul>\n<\/div>\n\n\n\n\n
- Cultivate the habit to track time<\/a>. This habit will help you keep an eye on the realistic time you need to tackle each sub-task. If you use Clockify by CAKE.com<\/a> for this purpose, you also get the option to analyze and export your tracked time. This way, you\u2019ll be able to organize your work more efficiently and track your progress at all times.<\/li>\n\n\n\n
- Work on your organizational skills. Parse your assigned tasks into more manageable sub-tasks, and block time in your calendar<\/a> for each sub-tasks. Make sure you stick to your time blocks<\/a>.<\/li>\n\n\n\n
- Invest extra time in your work<\/b> <\/li>\n<\/ul>\n\n\n\n
- Decide whether it\u2019s all worth it<\/b> <\/li>\n<\/ul>\n\n\n\n
- download it as a Microsoft Word document and then edit further<\/strong> \u2014 Just, click on “File” in the main menu, select “Download”, and then click on “Microsoft Word(.docx)”.<\/li>\n\n\n\n
- use it for real-time editing in Google Docs<\/strong> \u2014 Just, click on “File” in the menu, click on “Make a Copy”, and name your new PIP document before saving it for further online editing. You can then easily share it with your employee to read and sign.<\/li>\n\n\n\n
- Define “The Expectations”<\/b> <\/li>\n<\/ul>\n\n\n\n
- List “The Resources”<\/b> <\/li>\n<\/ul>\n\n\n\n
- Define “The Goal-Related Activities”<\/b> <\/li>\n<\/ul>\n\n\n\n
- Define “The Improvement Goals” <\/b> <\/li>\n<\/ul>\n\n\n\n
- Add “Issues Previously Addressed”<\/b> <\/li>\n<\/ul>\n\n\n\n
- Add “Expected PIP Duration” <\/b> <\/li>\n<\/ul>\n\n\n\n
- Add “The Expected Consequences”<\/b> <\/li>\n<\/ul>\n\n\n\n
- Add “The Main Areas of Concerns”<\/b> <\/li>\n<\/ul>\n\n\n\n
- Add “Employee information”<\/b> <\/li>\n<\/ul>\n\n\n\n
- An employee fails to complete a project on time, a significant number of times in a row.<\/i><\/li>\n\n\n\n
- An employee working as a sales agent fails to reach a certain monthly quota, a significant number of times per month.<\/i><\/li>\n\n\n\n
![\"Illustration\"](\"https:\/\/clockify.me\/blog\/wp-content\/themes\/cake-blog\/theme\/images\/banners\/clockify\/default@2x.png)
\n <\/picture>\n <\/div>\n<\/div>\n \n\n\n\n![\"Calendar](\"https:\/\/clockify.me\/blog\/wp-content\/uploads\/2024\/04\/Calendar-in-Clockify.png\")
![\"Zoom](\"https:\/\/clockify.me\/blog\/wp-content\/uploads\/2024\/04\/Zoom-in-for-greater-clarity-of-projects-and-tasks-in-Clockify.png\")