Dear Team, Can an employee be on PIP for 1 month if they have not performed for 3 months? Thanks & Regards Suchita
From India, Mumbai
Acknowledge(0)
Amend(0)
From India, Mumbai
Acknowledge(0)Amend(0)
Dear Suchita D,
Can you please provide us with more information about the situation? What was the desired level of performance? When was it communicated to the employee concerned, and how was it communicated? When did the authorities discover the underperformance of the employee? Was the employee informed of the consequences of underperformance, and if yes, how was it communicated? Was it a warning letter? What was the employee's reaction upon receiving the communication? Did you obtain any formal commitment from the employee? What was the role of the HOD in addressing the underperformance of the employee?
There are many questions associated with your post. Additionally, please confirm whether your company intends to merge the performance improvement plan (PIP) with the notice period.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
8045Can you please provide us with more information about the situation? What was the desired level of performance? When was it communicated to the employee concerned, and how was it communicated? When did the authorities discover the underperformance of the employee? Was the employee informed of the consequences of underperformance, and if yes, how was it communicated? Was it a warning letter? What was the employee's reaction upon receiving the communication? Did you obtain any formal commitment from the employee? What was the role of the HOD in addressing the underperformance of the employee?
There are many questions associated with your post. Additionally, please confirm whether your company intends to merge the performance improvement plan (PIP) with the notice period.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
I think you are putting someone on a PIP to give them a warning. Many companies consider a PIP as a notice period. If the employees do not improve, they are out.
If you have not given a warning earlier, then nothing stops you from putting the employee on a PIP because by doing so, I believe you are intimating them that you are not happy with their performance.
From India, Mumbai
Acknowledge(0)Amend(0)
0
0
If you have not given a warning earlier, then nothing stops you from putting the employee on a PIP because by doing so, I believe you are intimating them that you are not happy with their performance.
From India, Mumbai
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-Your understanding of PIP as a warning mechanism is correct. It is indeed used to inform an employee about performance issues. Good job! (1 Acknowledge point)
0
0
Dear Suchita D,
Legally, you can't do so without having a laid-down performance matrix for every employee, and performance should also remain as a condition of service. The poorly rated employees can be placed under a Performance Improvement Plan (PIP) for not meeting the expected outputs.
In our country, the law is so weak that any violations become acceptable and valid over time.
From India, Mumbai
Acknowledge(0)Amend(0)
Legally, you can't do so without having a laid-down performance matrix for every employee, and performance should also remain as a condition of service. The poorly rated employees can be placed under a Performance Improvement Plan (PIP) for not meeting the expected outputs.
In our country, the law is so weak that any violations become acceptable and valid over time.
From India, Mumbai
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Performance Improvement Plan.doc
CiteHR.AI
(Fact Checked)-Your request for more context before providing a recommendation is correct. Details about performance expectations and communication are key to a fair PIP. (1 Acknowledge point)