This document provides guidance to managers on handling performance issues. It outlines a three stage process: 1) verbal feedback, 2) written feedback, and 3) initiating a Performance Improvement Plan (PIP). Key steps include informing the employee's reporting manager and HR during each stage, documenting feedback, and obtaining approval from business leaders and HR when moving an employee to a PIP. The PIP should define clear performance goals and timelines for improvement. Managers are instructed to provide regular feedback and documentation during the PIP process and inform the employee and HR of the outcome, whether improvement, extension, or termination.

1. Guide to Handling
Performance Issues
for Managers

2. Agenda
➢Objectives
➢Performance Issues…What to do?
➢Stage 1: Verbal Feedback
➢Stage 2: Written feedback
➢Stage 3: Initiating PIP(Performance Improvement Plan)
➢Track Progress
➢PIP(Performance Improvement Plan) Closure

3. Objectives
➢Smooth handling of Performance Issues
➢Broad Steps to be followed for Initiating PIP(Performance
Improvement Plan)

4. I am not being treated
fairly, PIP(Performance
improvement plan) is being
used as a tool to fire me and
not aimed towards improving
my performance
How will we achieve
business objectives if
people don’t perform?
Manager’s Perspective Employee’s Perspective

5. Performance Issues…What to do?
Verbal
Feedback
Inform
Reporting
Manager/
Business
Head
Involve/
Inform HR
Business
Partner
Written
Feedback
Initiate
PIP
Track
Progress
PIP
Closure
Minimum twice
before documenting
Discuss with
Business
Head(BH) &
HR Business
Partner
(HRBP)
Fill PIP
Form
Send the
filled PIP form
to employee
looping BH &
HRBP
Document Minimum 2
feedbacks over mail
Verbally Inform the
Employee

6. Stage 1: Verbal Feedback
For verbal feedback to be effective, it
needs to be communicated clearly so
that the employee understands that
there is an issue with his/ her
performance.
Minimum twice, Keep Business Head & HR Business Partner Informed
Purpose
To inform the employee To highlight the issue

7. Stage 2: Written Feedback
Purpose
To make a Record
To Convince a doubting
employee about the
seriousness of the issue

8. Stage 3: Initiating PIP(Performance Improvement Plan)
➢When there is no improvement noticed despite sharing feedback, the
manager should propose Performance Improvement Plan (PIP).
➢The purpose of PIP is to define:
✓Areas of concern, performance gaps;
✓Reiterate the business expectations;
✓Opportunity to employees to demonstrate Performance improvement.
Performance Issue Type Examples
Functional Performance ability issues
Work related Issues (shortfall in delivery,
timelines, targets, etc.)
Average no. of stories per day, Average no.
of shares on social, Average no. of bugs to
be resolved, etc.
Behavioural Conduct
Attitude
Integrity Issues
Discipline, Late coming, leaves, etc.

9. Stage 3: Initiating PIP contd..
PIP Prerequisites:
➢Define Specific KRA’s, agreed upon between manager & employee
➢Define Timelines
➢Monitor & Communicate Progress against agreed kra’s and at pre-decided
frequencies
• Tenure of PIP: At least 1 month

10. Track Progress
➢Provide timely and ongoing feedback to the employee as outlined
in the PIP.
➢Provide the employee with a progress report documented of the
each formal review.
➢Share the document on mail with the Employee marking a copy to
Business Head and HRBP.
➢Failure to provide regular feedback will result in an ineffective
performance improvement process and may extend the
process.

11. Track Progress
Achieved Performance
Improvement
Document the
Improvement in
performance
Employee Fails the
Performance
Improvement Plan
PIP Extension Asked to Leave
PIP Closure

12. ➢ Involve Business Head & HRBP
➢ Communicating the feedback to the employee
➢ Provide verbal Feedback
➢ Provide and share written Feedback
➢ Reinforcement of Performance related issues
To Summarize

13. !