Describe the performance deficiencies.
Review the predefined improvement plan. (Optional: Solicit feedback)
What resources (if any) are needed to put this plan into action? Identify resources.
How will we evaluate progress on the PIP? Define timelines and procedures.
Explain potential outcomes and consequences of accomplishing (or failing to achieve) the goals set out by the PIP.
Time for clarifying questions. Ensure everything is clear.
The performance improvement plan (PIP) meeting isn’t going to be your most fun meeting. But you can make sure you maximize this meeting with the right structure using this template.
The PIP is invaluable in helping ensure that your company is following the right processes and communicating corrective action to struggling employees. If it turns out that the employee needs to be let go, a properly executed PIP is a critical protection against liability. But more than that, the PIP can turn an underperforming employee into a valuable contributor.
Moreover, the PIP meeting is key to ensure the plan and the organization’s expectations are clearly communicated to the employee. This meeting can also help create a more collaborative approach to the PIP because it allows you to solicit feedback on the plan.