Performance Improvement Plan (PIP)

A Performance Improvement Plan (PIP) is a formal document used by employers to address and manage employee performance issues. It outlines specific areas where improvement is needed, sets measurable goals, defines a timeline for progress, and describes the support and resources available to the employee.

PIPs are typically used when an employee’s performance consistently falls below expectations despite informal feedback or coaching. The goal is to provide a clear, structured path for improvement—not punishment.

If successful, a PIP can result in retained employment; if not, it may lead to reassignment or termination.

✅ Common use: “After ongoing quality concerns, the employee was placed on a 60-day performance improvement plan with weekly check-ins.”

❓ Frequently Asked Questions

When is a Performance Improvement Plan (PIP) used?

A PIP is typically used when an employee's performance does not meet the company's standards or expectations. It serves as a structured approach to help the employee improve and succeed in their role.

What are the key components of a Performance Improvement Plan (PIP)?

The key components of a PIP include specific performance issues, measurable goals, a timeline for improvement, resources or support provided, and consequences if the performance does not improve.

How long does a Performance Improvement Plan (PIP) last?

The duration of a PIP can vary depending on the organization's policies and the nature of the performance issues. Typically, a PIP lasts between 30 to 90 days, but it can be adjusted based on the situation.

What happens if an employee does not meet the goals of a Performance Improvement Plan (PIP)?

If an employee does not meet the goals outlined in a PIP, the employer may take further action, which could include reassignment, demotion, or termination, depending on the company's policies and the severity of the performance issues.

Can an employee appeal a Performance Improvement Plan (PIP)?

While the ability to appeal a PIP may vary by organization, employees are generally encouraged to discuss any concerns or misunderstandings with their manager or HR department to seek clarification or adjustments to the plan.

How can an employee succeed in a Performance Improvement Plan (PIP)?

To succeed in a PIP, an employee should understand the expectations, actively seek feedback, utilize available resources, and demonstrate a commitment to improving their performance. Regular communication with their manager is also crucial.

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📚 Suggested books

Explore these recommended books to broaden your knowledge and deepen your expertise in Performance Improvement Plan (PIP). Each title provides practical insights and proven strategies to help you advance with confidence.

"The Performance Appraisal Tool Kit: Redesigning Your Performance Review Template to Drive Individual and Organizational Change" by Paul Falcone, Winston Tan

This book provides a comprehensive guide to redesigning performance review templates to drive both individual and organizational change. It offers practical tools and techniques for managers to improve employee performance and engagement.

"Performance Management: Changing Behavior that Drives Organizational Effectiveness" by Aubrey C. Daniels

Aubrey C. Daniels offers insights into performance management strategies that focus on changing behavior to enhance organizational effectiveness. The book emphasizes the importance of positive reinforcement and provides actionable steps for managers.

"Effective Phrases for Performance Appraisals: A Guide to Successful Evaluations" by James E. Neal Jr.

This book is a valuable resource for managers conducting performance appraisals. It includes a wide range of phrases and examples to help communicate effectively during evaluations, aiming to improve employee performance and development.