[Step 1: Determine if a PIP is appropriate]
A PIP should be used when there is a commitment to help the employee improve, not as a way for a frustrated manager to start the termination process. it's nothing more than a document trail that should already exist

[Step 2: Develop a Draft Plan]
Once the need for a PIP has been established, have the manager create a draft of the plan for HR to review.

[Step 3: Review the Plan]
HR should review the plan with a focus on removing any bias against the employee.
Is the performance issue clearly stated and well-substantiated? Are the objectives fair and the time frames reasonable? Is the employee being given the proper tools and training needed to improve?

[Step 4: Implement the Plan]
It's time to meet with the employee to discuss the plan and expectations. While not the most pleasant of meetings, it helps if the manager conveys his or her own commitment to the plan and to the employee's success.

[Step 5: Monitor Plan Progression[
The manager should ensure all progress meetings are scheduled and occur on time. Cancelling meetings or showing up late would convey a lack of importance and commitment on the manager's part.

[Step 6: Plan Conclusion]

1. When the employee has responded positively by meeting plan objectives, possibly before the expiration date of the plan, the employer should formally close the PIP, recognize the employee's success and allow the employee to continue employment.
2. If an employee is unable to improve or if his or her performance worsens, the PIP should be closed, and a possible reassignment, demotion or termination should be considered, based on the specific circumstances.