Avoids Work. The best way to address poor work performance with employees IT entrepreneur, executive and a former engineer. An employee's low or poor performance in as few as ONE (1) performance area that requires the employee to make adjustment. You need to be sure that a PIP is worth the effort. Must not receive more than 2 customer complaints in the next 60 days. Dealing With Poor Performance - Lack of Ability, or Low Motivation? At this stage, you need to define the possible steps that the employee should take to achieve their objectives. Right now, he focuses on business development inside Valamis. List the objectives that have definite measurable criteria and certain deadlines. Arrange meetings with your employee at regular intervals, before the deadlines. The best way to ensure you are giving concrete examples is to document the examples as they occur for review during a one-to-one meeting. . 100 Supervisor Comments And Recommendations For Improvement On Again, specificity is key when youre identifying a bad attitude. To make the plan easier to monitor . If a supervisor does not have reasonable confidence that a PIP will lead to improved performance, then a verbal warning may be more appropriate. Document your progress on current work items daily, keeping editors and manager informed. Marketing Director at Sephora: Decreased brand awareness and social media traffic. Remember, your role as a leader is to support those around you, not just boss them around to do your bidding all the time. It's never easy telling someone . Go to work every day with a great attitude. A performance improvement plan is a great opportunity for you to prove yourself and save the day (and your job). 6. Check-in with me weekly. How to Improve Your Management Skills. Collect and prepare the 3 D's: Data: Collect any and all examples of poor work performance (e.g., offensive emails, documents with mistakes, time cards, etc.)