Free Employee Performance Improvement Plan Template
Employee Performance Improvement Plan
Employee Name: Jeremy Marvin
Position: Sales Associate
Department: Sales
Manager: [Your Name]
Date of Issuance: December 3, 2054
Review Period: December 3, 2054, to February 3, 2055
1. Introduction
This Performance Improvement Plan (PIP) is being issued to address concerns regarding the employee's performance in their role as a Sales Associate. The purpose of this plan is to outline specific areas that require improvement, set clear goals, and provide the necessary support to help the employee improve performance and meet the expectations of the Sales Department. The plan will be in effect for 60 days, with regular reviews scheduled to track progress.
2. Areas of Improvement
The following areas have been identified as requiring improvement:
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Sales Targets: The employee has consistently failed to meet the required sales targets over the past three months. Average monthly sales are 25% below the expected quota.
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Customer Engagement: Feedback from customers indicates that the employee's approach to customer service has been disengaged, which has resulted in lower customer satisfaction and fewer repeat visits.
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Team Collaboration: The employee has shown limited interaction with the team during collaborative tasks, often working in isolation, affecting overall team performance and morale.
3. Specific Goals and Expectations
To address these performance issues, the following specific goals and expectations have been set:
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Goal 1 (Sales Performance): The employee will meet or exceed 85% of the monthly sales target for the next two months. This will involve increasing the customer conversion rate by 10%.
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Goal 2 (Customer Engagement): The employee will engage with at least 80% of customers during their shifts, ensuring each customer receives personalized service. The employee will also gather feedback after each interaction to track improvements.
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Goal 3 (Team Collaboration): The employee will actively participate in at least 80% of team meetings and collaborate with team members on at least two projects during the review period, contributing ideas and supporting peers when needed.
4. Action Plan for Improvement
The following actions will be taken to support the employee’s improvement:
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Sales Training: The employee will attend a one-day sales training session aimed at improving conversion rates and meeting sales targets. This will occur within the first week of the review period.
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Customer Engagement Workshop: A workshop on customer service excellence will be arranged to help improve customer interaction skills. The employee will also shadow a senior sales associate to learn effective techniques.
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Team Integration: The employee will work closely with a team leader on a project aimed at improving overall department collaboration, helping build stronger working relationships, and improving team involvement.
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Weekly Check-Ins: The employee and manager will meet weekly to discuss progress, review sales figures, and evaluate customer feedback. Adjustments to the plan will be made as necessary.
5. Timeline and Deadlines
|
Action |
Details |
Date |
|---|---|---|
|
Immediate Actions |
Attend the sales training session and the customer service workshop. |
December 5, 2054 (Sales Training) |
|
Mid-Review Evaluation |
Progress meeting to assess whether the employee is on track to meet goals. |
January 5, 2055 |
|
Final Review Date |
Final review to determine if the goals have been met. |
February 3, 2055 |
6. Support and Resources Provided
The following support will be available during the review period:
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Sales Coaching: The employee will receive ongoing coaching from the manager to refine sales techniques and address any obstacles encountered in meeting targets.
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Customer Service Mentorship: The employee will be paired with a senior team member who excels in customer engagement. This mentor will provide advice and feedback to help improve customer interaction skills.
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Access to Sales Tools: The employee will have full access to the latest sales analytics tools and CRM software to better track and manage customer interactions and sales performance.
7. Consequences of Non-Improvement
If the employee fails to meet the outlined goals within the review period, further actions will be considered, including an extension of the PIP or reassignment to a different role. Continued failure to meet expectations may result in termination, in line with the company’s policies.
8. Employee Acknowledgment
By signing this document, the employee acknowledges that they have received, read, and understood the terms of this Performance Improvement Plan. They agree to actively work toward meeting the goals outlined in the plan and seek the necessary support when needed.
Employee Signature:
Date:
Manager Signature:
Date:
Final Review
The final review will determine whether the performance improvement objectives have been successfully met. If substantial improvements have been made, the employee will continue in their role with ongoing support. However, if the performance standards are not met by the end of the review period, further actions may be necessary.
