A Performance Improvement Plan (PIP) addresses significant performance gaps through structured improvement efforts. It documents problems, sets clear expectations, provides support, and establishes a timeline. PIPs can genuinely help employees improve or support termination if they do not.
PIP Contents
Effective PIPs include specific performance deficiencies with examples, clear and measurable improvement targets, support the employer will provide (training, coaching, resources), regular check-in schedule, timeframe for improvement (typically 30-90 days), and consequences of not meeting targets.
Implementation
PIPs should be presented in person with opportunity for employee input. Regular documented check-ins track progress. The employer must provide promised support. Objective assessment at the end determines whether improvement occurred. Outcomes should be documented thoroughly.
After the PIP
Successful PIPs end with documented improvement and return to normal management. Failed PIPs typically lead to termination with documentation supporting the decision. Some employees choose to resign during PIPs. Extended PIPs may be appropriate if progress is being made but is incomplete.