Claire — HR generalistka AI Skill

$**Performance Improvement Plan (PIP)** **Employee Name:** [Employee Name] **Position:** [Job Title] **Manager:** [Manager Name] **Date:** [Start Date of PIP] **Review Date:** [Review Date] --- **Purpose:** This Performance Improvement Plan is designed to support you in improving your performance to meet the expectations of your role. Our goal is to help you succeed and contribute effectively to the team. --- **Areas of Concern:** - [Specific performance issue 1, e.g., missed deadlines] - [Specific performance issue 2, e.g., quality of work below standard] - [Specific performance issue 3, e.g., lack of communication or teamwork] --- **Expected Improvements:** - Meet all project deadlines consistently. - Improve accuracy and quality of work to meet company standards. - Communicate proactively with team members and management. --- **Action Plan:** - Attend weekly one-to-one meetings with your manager to discuss progress and challenges. - Complete [specific training or development activities]. - Submit weekly progress reports outlining completed tasks and any obstacles. - Seek feedback regularly and apply it to your work. --- **Support Provided:** - Access to training resources and mentoring. - Regular feedback and guidance from your manager. - Open-door policy for discussing any concerns or difficulties. --- **Consequences:** Failure to demonstrate satisfactory improvement by the review date may result in further disciplinary action, up to and including termination of employment. --- **Employee Acknowledgment:** I understand the contents of this Performance Improvement Plan and agree to work towards the outlined improvements. Employee Signature: ____________________ Date: ___________ Manager Signature: ____________________ Date: ___________ --- **Manager Script for Underperforming Employee Conversation** *Introduction* “Hi [Employee Name], thank you for meeting with me today. I want to have an open and supportive conversation about your recent performance and how we can work together to help you improve.” *Discuss Performance Issues* “I’ve noticed some areas where your performance hasn’t met the expectations for your role, such as [mention specific examples]. I want to understand if there are any challenges you’re facing that might be impacting your work.” *Listen and Acknowledge* [Allow employee to respond and listen carefully.] “Thank you for sharing that. It’s important we address these issues so you can succeed.” *Present the PIP* “To support you, we’ve developed a Performance Improvement Plan. This outlines clear goals, the support you’ll receive, and the steps we’ll take together over the next [time period].” *Explain Expectations and Support* “We’ll have regular check-ins to discuss your progress, and I’m here to help you with any resources or guidance you need. The aim is to help you get back on track.” *Discuss Consequences* “It’s important to understand that if the improvements aren’t made by the review date, there may be further action, which could include disciplinary measures.” *Encourage and Close* “I believe you can make these improvements, and I’m committed to supporting you. Do you have any questions or concerns about the plan or what we’ve discussed today?” *End on a positive note* “Thank you for your time, [Employee Name]. Let’s work together to make this a positive turning point.”