Performance Improvement Plan

1. Identify target areas where the person needs to improve. These are specific skills that the
employee needs to develop to do his job better.

2. Track and log deficiencies in performance. Include the dates and details of when the employee
did not meet the needs of his job role.

3. State clear and specific goals for the role. Remind the person of the specific duties he needs to
do. This is also the best time to check whether the expectations of the company are realistic or
not.

4. Come up with agreed improvement actions. What specific steps should he take to avoid making
the same mistakes? Talk about practical solutions with the person.

5. Find out what kind of support the person needs to reach his goals. Ask him what he needs so
he can meet his goals. Does he need more tools or training? What could motivate him to
provide better performance?

6. Give a reasonable timeframe for the action plan. Usually, a performance improvement plan
takes 90 days. You can give extensions to this, depending on the situation.

7. Set a target deadline. This will be the time to decide on the consequence as based on the result
of the action plan.

8. Add a section where you can jot down your observations. This will help you assess how far the
employee has improved.

9. State possible outcomes of the action plan. If the employee shows remarkable improvement,
then it’s a good thing. But, if the employee fails the action plan, this might lead to transfer,
demotion, or termination. Be honest in communicating all the possible outcomes with the
employee.