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
From India, Mumbai
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, how was it communicated, when the authorities discovered the under-performance of the employee, was the employee communicated the consequences of under-performance, and if yes, how was it communicated, was it a warning letter, what was the take of the employee on receipt of the communication, did you obtain any formal commitment from the employee, what was the role of the HOD in augmenting under-performance of the employee, etc.
There are so many questions associated with your post. Additionally, please confirm to us whether your company wishes to merge the performance improvement plan (PIP) with the notice period.
Thanks,
Dinesh Divekar
From India, Bangalore
7910Can 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, how was it communicated, when the authorities discovered the under-performance of the employee, was the employee communicated the consequences of under-performance, and if yes, how was it communicated, was it a warning letter, what was the take of the employee on receipt of the communication, did you obtain any formal commitment from the employee, what was the role of the HOD in augmenting under-performance of the employee, etc.
There are so many questions associated with your post. Additionally, please confirm to us whether your company wishes to merge the performance improvement plan (PIP) with the notice period.
Thanks,
Dinesh Divekar
From India, Bangalore
I think you are putting someone on PIP to give them a warning.
Many companies consider PIP like a notice period. If the employees do not improve, they are out.
If you have not given warning earlier, then nothing stops you from putting the employee in PIP because by doing so, I believe you are intimating them that you are not happy with their performance.
From India, Mumbai
Many companies consider PIP like a notice period. If the employees do not improve, they are out.
If you have not given warning earlier, then nothing stops you from putting the employee in PIP because by doing so, I believe you are intimating them that you are not happy with their performance.
From India, Mumbai
Dear Suchita D,
Legally you can't do so without having a laid down performance matrix of every employee and performance too have remained as the conditions of service. The piece rated employees can be under PIP for not giving rated outputs.
In our country the law is so poor that any violations turns worthy & valid in passage of time.
From India, Mumbai
Legally you can't do so without having a laid down performance matrix of every employee and performance too have remained as the conditions of service. The piece rated employees can be under PIP for not giving rated outputs.
In our country the law is so poor that any violations turns worthy & valid in passage of time.
From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In. When a new query arises, we tap into our engaged community - sending emails to members who have contributed to similar topics - to gather valuable insights. Additionally, our extensive repository of previously answered questions ensures quick access to expert solutions.
Employee Appraisal Form new.doc