Template and guide for performance improvement plan free download

If you need a tool to create an individualized, action-orientated, step-by-step process to improve an employee's performance who not meeting expectations, the Performance Improvement Plan template and Performance Improvement Plan Guide for Managers will be a tremendous help,  

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performance improvement plan templates

Preview Performance Improvement Templates 

The HR Toolkit provides the following family of templates that work together to create an end-to-end process to implement a performance improvement plan for an employee. 

Click the links below to preview the templates. 
All templates are provided in Microsoft Word, professionally styled and fully editable. 

Performance Improvement Plans are not Easy

One of the most difficult tasks of a manager is dealing with an employee whose performance is not meeting expectations. However, letting poor performance go unchecked has negative consequences that ripple right through the Company. Not only are the people who work with the individual affected, but it sends a message to other employees that we aren’t serious about maintaining consistent, high performance standards.
The resources above provide step-by-step guidance on how to address performance issues with your employees, from the initial conversation to a decision to terminate employment based on an unsuccessful Performance Improvement Plan. It also directs you to forms, scripts, and other resources available to support the process.

Tips for Implementing Performance Improvement Plans

• To avoid any uncomfortable or potentially litigious situations, it is recommended that your managers review the Performance Improvement Plan with HR.
• Be careful about the notes HR and managers include in this form. These notes may be requested as discovery material if an employee ever challenges your company’s decisions in court. Notes should be professional, relevant, and objective.
• Managers should be aware that a peformance improvement plan is not appropriate if their only intention is to create a paper trail where the only end goal is to terminate the employee. A PIP is to be used when there is a genuine interest and belief that the employee’s performance will improve.
• Performance improvement plans are not appropriate for serious incidents such as theft or gross insubordination.

Advantages of Performance Improvement Plans

• A PIP reassures employees that they will be provided with feedback, a fair process, support, and an opportunity to improve, instead of being involuntarily terminated without warning. 
• Empowers employees by allowing them to take ownership for their performance/behavior and demonstrate their commitment to improve and correct the problem areas.

Disadvantages of Performance Improvement Plans

• Once an employee is put on a performance improvement plan, there is a chance that the individual does not take well to the constructive criticism and becomes toxic, or in a worst case scenario, goes on extended sick leave.
• During the probationary period, or when an employee has to work with a new manager with higher performance standards, there may be situations when the performance issue is related to fit or personal traits that are usually very difficult to turn around. In these cases, immediate termination may be appropriate.

When and When Not to Implement a PIP

Read the full When & when not to implement a Performance Improvement Plan (PIP) article.