Editing Performance improvement (section)

=== Performance improvement plans ===

If an employee's performance is unsatisfactory, the employer may set out a performance improvement plan (PIP) to help the employee improve.<ref name="shrm How to Establish a Performance Improvement Plan"/><ref name="Performance at work landaulaw"/> This may be because the employee is failing to meet the goals for their role or due to other problems such as poor behavior or interpersonal skills.<ref>{{cite web |title=What to do if you're put on a performance improvement plan |url=https://link.gale.com/apps/doc/A599307652/AONE |website=[[The Sydney Morning Herald]] (Sydney, Australia) |access-date=14 January 2022 |pages=11 |language=English |date=14 September 2019}}</ref> A PIP is usually a written document and it should clarify expectations for the employee, articulate how the employee is failing to meet them, lay out what improvements are expected, explain whether and how managers will support the employee in improving and indicate what the consequences will be if the employee fails to improve.<ref name="shrm How to Establish a Performance Improvement Plan"/><ref name="Performance at work landaulaw">{{cite web |title=Performance at work |url=https://landaulaw.co.uk/performance-at-work/ |publisher=Landau Law |access-date=14 January 2022}}</ref> The expected improvements should be specific and measurable<ref name="shrm How to Establish a Performance Improvement Plan"/><ref name="Performance at work landaulaw"/> and consequences for failing to meet them might include a transfer, [[demotion]] or [[Termination of employment|termination]].<ref name="shrm How to Establish a Performance Improvement Plan">{{cite web |title=How to Establish a Performance Improvement Plan |url=https://www.shrm.org/resourcesandtools/tools-and-samples/how-to-guides/pages/performanceimprovementplan.aspx |publisher=[[SHRM]] |access-date=14 January 2022}}</ref>

Typically, the employee's manager and someone from [[human resources]] would meet with the employee to discuss the PIP.<ref name="themuse What to Know About Performance Improvement Plans">{{cite news |title=What to Know About Performance Improvement Plans |url=https://www.themuse.com/advice/every-question-about-being-on-performance-improvement-plan |access-date=14 January 2022 |work=The Muse |language=en}}</ref> According to [[Donald L. Kirkpatrick]], a PIP should be developed by the manager and the employee together, because it requires both of their participation in order to be successful.<ref>{{cite book |last1=Kirkpatrick |first1=Donald L. |authorlink=Donald L. Kirkpatrick |title=Improving employee performance through appraisal and coaching |date=2006 |location=New York |isbn=9780814408766 |edition=2nd |pages=66–69}}</ref> The American [[Society for Human Resource Management]] recommends that "a PIP should be used when there is a commitment to help the employee improve", not just as a way to prepare to terminate the employee,<ref name="shrm How to Establish a Performance Improvement Plan"/> but some companies do use PIPs simply as a way to start a termination.<ref name="themuse What to Know About Performance Improvement Plans"/><ref>{{Cite web |title=Stealthy downsizing: All you need to know about silent layoffs happening across industries |url=https://www.theweek.in/news/biz-tech/2024/06/08/stealthy-downsizing-all-you-need-to-know-about-silent-layoffs-happening-across-industries.html |access-date=2024-12-19 |website=The Week |language=en |quote=… company starts the process of silent layoff or quiet firing, the employees are pressured to either tender their resignation or be in the PIP ….}}</ref>