Correcting Performance with Performance Improvement Plans (PIPs)

Performance Improvement Plans (PIPs) help managers formally document performance concerns, communicate clear expectations, and track an employee's progress toward improvement.

Use a PIP when an employee's performance requires structured coaching, measurable goals, and documented follow-up.

What Is a Performance Improvement Plan?

A Performance Improvement Plan (PIP) is a structured document that outlines:

• The performance issues being addressed.
• The expected level of performance.
• Specific goals the employee must achieve.
• The timeline for improvement.
• The support and resources available to help the employee succeed.
• The consequences if performance does not improve.

PIPs create a documented record of expectations while providing employees with a clear opportunity to improve.

Create a Performance Improvement Plan

1. Navigate to the employee's profile.
2. Open the Performance section.
3. Select Performance Improvement Plans.
4. Click Create Performance Improvement Plan.
5. Complete the required information, including:
   • Plan title
   • Performance concerns
   • Improvement expectations
   • Action items
   • Due dates
   • Review schedule
6. Save the plan.

Assign Goals and Expectations

When creating a PIP, include clear, measurable expectations whenever possible.

Examples include:

• Meeting productivity targets.
• Improving attendance or punctuality.
• Completing required training.
• Demonstrating specific job competencies.
• Improving communication or collaboration.

Clear expectations help both managers and employees measure progress throughout the plan.

Review Progress

Managers should regularly review progress throughout the improvement period.

During review meetings you can:

• Discuss accomplishments.
• Address ongoing concerns.
• Update action items.
• Document coaching conversations.
• Record employee comments.
• Adjust expectations when appropriate.

Consistent documentation creates a complete record of the improvement process.

Complete the Performance Improvement Plan

At the end of the review period, evaluate whether the employee successfully met the expectations outlined in the plan.

Depending on the outcome, you may:

• Successfully complete the PIP.
• Extend the improvement period.
• Begin additional corrective action based on your organization's policies.

Record the final outcome to maintain a complete performance history.

Best Practices

For the most effective Performance Improvement Plans:

• Be specific about performance expectations.
• Set realistic, measurable goals.
• Schedule regular check-ins.
• Document all coaching conversations.
• Provide employees with the resources they need to improve.
• Record progress consistently throughout the plan.