Thread Started by #Rima Hira

Can one go through PIP twice in the same process?
11th July 2018
Dear Friend,
It depends on the organizational systems. The Performance Improvement Plan is specifically improving the performance of the targeted employee/s. Most of the cases people are taking it in a negative way ie., plan related to bringing in improvement of low / poor performers but it's a wide range initiative.
A potential employee is being identified as a successor for a critical employee or a right fit for a critical position / task with some skill gaps then a detailed plan is structured in bridging the gap between the expected vs existing is a futuristic plan of improving the performance or a plan in carving / preparing a potential employee for taking higher responsibilities over a period of time by improving his performance.
In the case of first one ie., a Plan structured in improving the performance of a poor / low performer should not be more than one year with a structured evaluation process of every 3 months, the evaluation, feed back should be in writing duly signed by the employees, immediate superior, HOD & HR representative. In case the employee is improving and meeting the expectations of the management then it's ok or else after 3 such evaluations the employee should be given a clear communication to search for a job as he is going to be discontinued by the end of the year.
Some times such poor / low performer may opt for a change in his role & to that extent the management should give him an opportunity but this should be at the beginning not after completion of the entire year.
Kameswararao S
11th July 2018 From India, Hyderabad
Reply (Add What You Know) Start New Discussion

Cite.Co - is a repository of information created by your industry peers and experienced seniors. Register Here and help by adding your inputs to this topic/query page.
Prime Sponsor: TALENTEDGE - Certification Courses for career growth from top institutes like IIM / XLRI direct to device (online digital learning)

About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2017 Cite.Co™