FAQ
How detailed should the performance expectations be in the plan?
Expectations should be specific, measurable, and directly tied to the employee’s job description. For example, instead of ‘improve customer service,’ use ‘reduce complaint tickets by 50% in 30 days by implementing the script provided.’ Avoid vague language to ensure the plan is actionable and defensible if disputes arise. Focus on behaviors or outcomes the employee can control.
Can we include a probationary period in the template, and how long should it typically last?
Yes, the template can outline a probationary period, but the duration depends on company policy, the severity of the issues, and local labor laws. Common lengths range from 30 to 90 days, with check-ins every 1–2 weeks. Always align the timeline with your HR department’s standard practices and document any extensions or adjustments clearly to maintain fairness and transparency.
What’s the best way to handle an employee who refuses to sign the performance improvement plan?
If an employee refuses to sign, note this in the document and have a witness (like a supervisor or HR representative) sign to acknowledge the discussion. The plan should still be provided to them in writing, and you may need to schedule a follow-up meeting to address their concerns. Consult your HR team or legal advisor to ensure compliance with employment laws, as refusal to sign doesn’t invalidate the process if documented properly.
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