Managing Under-Performer & Execution Of Performance Improvement (PIP)

INTRODUCTION

When a supervisor or head of department detects performance deficiency within the workforce, he or she is expected to identify the root cause and introduce workable strategies to overcome the deficit through a well-tailored Performance Improvement Plan (PIP).  They are required to rectify the situation by aligning current performance to expected performance to increase organizational effectiveness to achieve organizational goals through a well-placed programme.  It is to be emphasized that the Performance Improvement Plan is to facilitate constructive discussion between an employee and his or her manager to clarify on the work performance to be improved.

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OBJECTIVES

  • Knowledgeable in the regulatory requirements, employee rights and the impact of non-compliance to the organization.
  • Understand the process and framework of PIP as a guideline for Managers to effectively set clear expectations, communicate expectations, guide their staff to meet up to the expectations of the teams’ deliverables.
  • Knowledgeable of the tools and resources available designed to facilitate construction discussion.
  • Clarify work performance for improvement with proper planning and documentation
  • Manage emotions to assist positive outcomes
  • Monitor progress and development as the plan
METHODOLOGY
  • Experiential discussion sessions
  • Participative and interactive facilitation
  • Video Presentation
  • Case Studies
TARGET AUDIENCES

Managers, Senior Managers

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