Performance Improvement Plans – Employee

If an employee is not performing to the standard required by his or her employer, then an informal chat pointing out these shortcomings is often all that’s required. In some cases, informal meetings, development and support are not effective in raising the employee’s performance and the employer will move on to a formal Performance Improvement Plan or “PIP”.

If this happens, your employer should set out a list of issues or concerns and focus on these. A performance improvement plan should be entered into in good faith by both parties, with the goal being to lift your performance to the standard required by your employer. This should involve support, encouragement, and potentially further training in areas where they perceive your performance is not up to scratch.

It should not be a period of humiliation, isolation; social exclusion; and not so subtle hints that you should be looking for another job. If you feel that these are aspects of the proposed performance improvement plan (or PIP you are on), or you feel that the PIP is wholly unjustified and you are already performing to a high or at least acceptable standard, contact Phil. He will be able to look at your situation, and draw on decades of experience to outline what your options are.

One option may be to fight the imposition of a PIP (or its continuance); another may be for him to negotiate an exit from your workplace. In any event, he will not judge you; will communicate clearly with you; and work with you to try and obtain the best outcome for you.

Phil regularly negotiate exit packages for his clients and his client’s legal fees are usually covered in the package. Contact Phil today to find how he can assist you in dealing with this most trying and upsetting of circumstances.