Assisted by Kristina Tato
When an employee is found to be underperforming, the start is
for the employer to discuss the issue/s with the employee (usually
informally). More often than not, the employee will improve after
this discussion.
However, this is not always the case. When there continues to be
disparity between the level of expectation and delivery of tasks
and functions of the employee, a more formal and documented
performance management process should be initiated; the
introduction of a Performance Improvement Plan
(PIP).
But what happens if an employee argues that the PIP is
unreasonable? What are some of the things that employers can do to
combat this argument?
