Create an Effective Performance Improvement Plan

Transform employee performance with a structured PIP that sets clear expectations, defines measurable goals, and provides actionable steps for improvement. Used by HR professionals and managers to drive positive change.

Performance Improvement Plan Template

A Performance Improvement Plan (PIP) is a formal document that outlines specific performance challenges, establishes clear objectives, and creates a structured path for employee development. This collaborative tool helps managers and employees work together to address performance gaps and achieve success.

What This Template Is For

This PIP template provides a framework for addressing performance concerns constructively and professionally. It helps document performance issues, set clear expectations, and establish measurable goals with specific timelines. The template ensures consistency in performance management while protecting both employer and employee interests.

When To Use This Template

Implement a PIP when:

  • An employee consistently fails to meet performance standards
  • There's a noticeable decline in work quality or productivity
  • Behavioral issues impact workplace effectiveness
  • Regular feedback hasn't resulted in necessary improvements
  • You want to provide structured support for employee development

How To Customize It

Follow these steps to create an effective PIP:

  1. Identify specific performance issues with concrete examples
  2. Set SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound)
  3. Define clear success metrics and measurement methods
  4. Establish regular check-in schedules
  5. Outline available resources and support
  6. Specify consequences of meeting/not meeting objectives
  7. Include signature lines for all parties

Common Use Cases

PIPs are commonly used for:

  • Sales performance improvement
  • Quality control enhancement
  • Attendance issues
  • Project delivery challenges
  • Communication problems
  • Time management concerns

Best Practices

  • Focus on specific, observable behaviors
  • Set realistic timelines (typically 30-90 days)
  • Document all meetings and progress
  • Provide necessary resources and support
  • Maintain regular communication
  • Be clear about expectations and consequences

Template Variations

Adapt the template for:

  • Short-term performance issues (30-day plan)
  • Complex skill development (90-day plan)
  • Behavioral improvement focus
  • Sales performance enhancement
  • Leadership development

Success Stories

Organizations have successfully used PIPs to:

  • Improve sales team performance by 40%
  • Reduce quality errors by 65%
  • Transform struggling employees into top performers
  • Address attendance issues effectively

Frequently Asked Questions

How long should a PIP last?

Most PIPs last 30, 60, or 90 days, depending on the complexity of the performance issues and the time reasonably needed for improvement.

What should be included in a PIP?

A PIP should include specific performance issues, measurable objectives, timeline, support resources, progress check-ins, and consequences.

How often should progress be reviewed?

Weekly progress meetings are recommended, with formal evaluations at key milestones (30, 60, or 90 days).

Can a PIP be extended?

Yes, if there's meaningful progress but goals haven't been fully met, the PIP can be extended with clear justification and updated objectives.

Should HR be involved in the PIP process?

Yes, HR should review all PIPs to ensure fairness, consistency, and compliance with company policies and employment laws.