Business Performance Plan

If employees believe they are treated unfairly, their morale and productivity will suffer rather than improve.

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At one point or another, every manager is going to have an employee who is under-performing.

Whether he/she isn’t meeting job requirements or is consistently exhibiting behaviors that are not in line with company expectations, the manager will reach a point where it is clear that the situation has to change.

Management should provide employees with clear instructions on how to accurately estimate their own incentives and rewards based on their performances.

For example, sales people might be told that they will receive a 10 percent bonus on all monthly sales over $1,000.

Regular communication about the company's performance relative to goals also is important, especially if one component of the pay-for-performance system is based upon departmental or company-wide performance.

A pay-for-performance plan will typically have several types of incentives, such as long-term, short-term, individual and group.

If you have an HR person, they’ll help you with this part. Once implemented, the employee’s manager should meet with them weekly for at least an hour to offer guidance, resources, and mentorship to help them succeed. If the employee passes the PIC, they’re in the clear. At this point, you need to evaluate whether a clean break is the best option.

If your employee’s role is clearly not a good fit with their skill set, it may be worth offering them an opportunity to decline the PIP. You may get a lot of pressure from your team to move through the PIP quickly.

For example, if several employees earn the highest possible raise, will you be able to continue to meet your payroll the following year?

Randi Hicks Rowe is a former journalist, public relations professional and executive in a Fortune 500 company, and currently a formation minister in the Episcopal Church.

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