Target Audience

Directors, Head of Departments, Managers, HR Officers and Supervisors 
Programme Standards

- Maximum 6 attendees
- 30 days of one to one support
- Handouts
- Programme director/s with at least a Masters Degree in the subject
- Convenient morning timings or in-house at any time for a minimum of two bookings
- Can be configured to address a number of professions and industry sectors

Price

EUR248 ex VAT per participant.
Personal Improvement Plans Workshop
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This workshop will provide attendees with a deep insight into how to implement a PIP effectively. Know how to structure a PIP to ensure fairness and clarity. Foster employee involvement and address rights within the PIP process. Handle disagreements and manage PIP meetings professionally. Gain practical experience through role-play and case studies.
This workshop would equip managers, HR professionals, and supervisors with the skills to develop and manage Personal Improvement Plans effectively while ensuring fairness and legal compliance.
Topics Covered

Definition and Purpose 
A PIP is a formal process used to address performance issues or behavior that does not meet organizational standards. Its purpose is to set clear expectations, offer resources, and provide the employee with a structured plan for improvement. The workshop would explore the importance of using a PIP as a developmental tool rather than as a disciplinary action, emphasizing the positive potential of the process.

When to Implement a PIP
This section would outline the scenarios where a PIP is appropriate. It’s usually initiated when informal feedback or coaching does not yield results. Examples might include consistent underperformance, behavioral concerns, or failure to meet goals. The focus would be on determining the right timing, ensuring the PIP is applied fairly, and how to use it as a last-resort tool before termination.

Legal Context
Participants would be briefed on the legal aspects surrounding PIPs, including the rights and protections afforded to employees. This section would highlight the importance of fair implementation, avoiding discrimination, and ensuring compliance with labor laws. HR teams must ensure the PIP process is well-documented and aligns with company policies to prevent legal disputes. ​This segment would also cover the rights employees have during a PIP, such as the right to access documentation, request clarification, and challenge unfair assessments. Participants would learn how to balance employee rights with organisational needs.

Structuring a PIP
This part of the workshop would break down how to build an effective PIP. Key components include setting measurable objectives, specifying timeframes, and identifying support resources for the employee. Clear communication is essential, and the workshop would focus on writing objectives that are Specific, Measurable, Achievable, Relevant, and Time-bound (SMART).

Employee Involvement
Active participation from the employee is vital for the success of a PIP. This segment would stress the importance of involving the employee in the process, including giving them a chance to voice their concerns, propose solutions, and agree on the terms. When employees feel heard, they are more likely to commit to improving.

Ongoing Reviews 
Ongoing feedback and check-ins are critical for monitoring progress. The workshop would explore how to set up regular reviews, provide constructive feedback, and adjust the plan as necessary to support the employee’s development.

PIP Meeting Preparation
Managers need to prepare adequately for PIP meetings to ensure a constructive and empathetic dialogue. This topic would cover how to gather evidence, set the right tone, and approach the conversation with clarity and support.

Handling Disagreements
Disagreements can arise during the PIP process. This portion would offer techniques for handling disputes respectfully and professionally, including mediation, documentation, and open communication, ensuring that both parties feel heard and understood.