We are often contacted by employees who have been invited to a Performance Improvement Plan meeting. Understandably, this is a difficult and stressful process for any employee. Please read on for my tops tips on how to prepare for a Performance Improvement Plan meeting.
What is a Performance Improvement Plan (P.I.P)?
A Performance Improvement Plan is a process that an employee can be placed on by their employer. It is often used when an employer considers that an employee’s performance or capability is falling below the necessary standard.
A few of common examples of when a Performance Improvement Plan may be implemented are:
- Where an employee has failed to meet their expected targets
- Where an employee has failed to comply with company policy or procedure
- Where an employee is not complying with their job description
Please note the above list is not exhaustive. Each employer will have their own list of scenarios of when a Performance Improvement Plan may be implemented.
A Performance Improvement Plan should be a fair and reasonable process. It should not be viewed as a negative process or used as a punishment. It should be a process by which the employer and employee can discuss any concerns regarding capability and performance and assist the employee in getting back on track.
For more information, please see our blog: https://lincslaw.co.uk/blog/what-is-a-performance-improvement-plan/
My Top Tips
Each person’s Performance Improvement Plan will be unique and will, of course, depend on your own personal circumstances. However, the following top tips can be used as a general guide:
- Be Prepared. Request a copy of your job description and a copy of the policy / procedure that your employer intends to follow. If your employer deviates from their own policy, bring this to their attention.
- Gather your own evidence. In readiness for your meeting collate together as much information which can be used to dispute your employer’s criticism of you. For example, your job description, positive past appraisals, client / colleague reviews and feedback.
- Request specific details. Ask your employer to be very specific on how they consider you are failing to meet their necessary standards. If their concerns are genuine, they should be able to give clear and detailed examples.
- Understand what improvements are required. It is important that your employer allows you the opportunity to improve your performance. To achieve this, they should provide you with clear targets / expectations to work towards. Make sure you understand what improvements your employer expects of you. If you don’t consider these targets are reasonable or achievable, inform your employer of these concerns immediately. Explain your reasonings and suggest an alternative option.
- Request Written Confirmation. Following the meeting, your employer should confirm, in writing, the outcome of the meeting and the specific details of the Performance Improvement Plan. If you do not receive written confirmation, ask your employer to provide this. It is important that you review any documentation you receive to check that it is an accurate account of the meeting. Bring to your employer’s immediate attention any errors or inaccuracies.
Lincs Law Employment Solicitors Can Help You
If you would like further help and advice in respect of Performance Improvement Plans, please call us on 01522 440512 for a free, no obligation, initial phone enquiry. For more information on the services we offer, please visit our website: https://lincslaw.co.uk/services/employees/
Jasmine Stewart
Specialist Employment Solicitor
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