你的一名工人是懒惰的兔子洞吗？如果是这样，您可以考虑将它们放在员工绩效改进计划（PIP）上。
但在你抽奖之前，真的了解臭名性能改进计划。
Ask yourself questions like,When is writing a performance improvement plan necessary? Is a PIP simply the first step on the way to firing an employee? Does it ever work?阅读以了解有关PIPS的更多信息，以及他们是否适合您的业务。
What is an employee performance improvement plan?
绩效改进计划是一个正式的文件雇主，用于帮助表现表现员工满足其工作目标。
In addition to listing position goals, PIPs set deadlines for meeting goals and consequences for failing to do so.
员工绩效改进计划旨在：
- Highlight low-performing areas
- 为员工设定可达的工作目标
- 鼓励雇主和员工之间的沟通
- Provide a clear outline of employer expectations
- Give an employee direction and support
- 指定达到目标的重要性
- 提高员工的表现
- 记录潜在的射击
在某些情况下，性能改进计划作为第一个步骤之一合法地射击员工. Some employers put an employee on a PIP to kickstart the termination process.
但是，员工绩效计划并不是终止的同义词。许多雇主成功地使用PIPs来保留其表现已浸出的人才。
如果您注意到员工争取其表现，请考虑与他们会面并实施点。
性能改进计划模板
没有两个点是一样的。您必须根据自己的独特需求定制员工的绩效改进计划。
Although everything about a PIP is unique, you can create a standard performance improvement plan template to get started.
您的PIP模板应包括以下信息：
- 员工的姓名和职称
- PIP开始日期
- 表现不佳的区域
- 绩效目标
- 测量
- PIP目标结束日期
- Review dates
- 雇主和员工签名
After creating a standard template, fill in the unique employee information.
表现improvement plan example
Let’s say one of your salesmen’s sales record has been dwindling lately. Your employee performance improvement plan might look like this:
启动绩效改进计划过程的提示
如果您决定将员工放在PIP上，请使用这些提示来最大限度地提高有效性。
1. Draft a performance improvement plan policy
Consider having a performance improvement plan policy in place beforehand. Your policy might list some circumstances that require the use of performance improvement plans.
创建一个策略的使用点也可以elp to avoid the element of surprise. If you do have to put an employee on a PIP, they should have an idea of what it is.
2. Get to the root of the underperformance
如果您不知道不知道伤害生产力，您无法期望绩效改进计划有效。在您在PIP上启动员工之前，请找出他们的表现是令人衰退的原因。
You might discover that the employee is already aware of their underperformance. Or, an employee might explain that they’ve been swamped and unable to successfully prioritize projects.
与您的员工与您的员工见面并要求他们坦诚的表现。并且，直接向他们右侧。您可以选择一个PIP替代方案，具体取决于表现不佳的原因。
For example, you may find out that an employee’s poor performance is because they need a灵活的工作协议为了更好的工作生活平衡。或者，员工可能正在从同事中汲取懈怠。
If a PIP is still the best option, create a tailored plan based on the root of the employee’s underperformance.
3. Create a tailored plan
An employee’s struggles are likely not the same as another employee’s.
在创建员工绩效改进计划时，员工需要改进的精确区域。
此外，在概述PIP中的目标时是具体的。您的员工不应被改进计划混淆。相反，该计划应该明确说明员工需要做些什么。
4. Check in with the employee regularly
为您的员工提供所需的工具以及飞行自由绝对是企业必不可少的。但是，为员工提供改进和未能与其进行办理登机手续的领域列表是灾难的谱系。
An employee on a performance improvement plan is likely conscientious of how they’re doing. In many cases, a PIP requires an employee to do a complete 180 from their current work habits. Your employee may be unsure whether they’re correctly following their PIP.
定期与员工见面，看看他们是如何做的。了解它们是否遇到了限制他们实现其点概述的目标的问题。
鼓励与所有员工进行开放沟通，包括那些不在绩效改进计划的人。
Bottom line: Is a PIP worth it?
在某些情况下，需要进行性能改进计划。
有效完成，绩效改进计划可以为斗争的员工提供指导。当PIP结束时，您可能会留下一个渴望继续更好自己的有效员工。
Throwing an employee on a plan is not worth it if you’ve already decided on letting them go. If you want to start an employee on a plan as a precursor to termination, what’s the point (besides documentation)?
有时，员工不符合他们的皮管目标。如果他们不试图改善，你可能需要射击工人。请务必将计划存放在您的记录中作为您的努力的文档。
