Performance Improvement Plans

Use performance improvement plans (PIP) to formally specify expectations for performance, establish your definition of success, meet regularly with the employee to discuss their progress, and explain the consequences of failing.

Starting at $125.00 per non-customized PIP. 

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Performance Improvement Plans

Human Resources

Performance Improvement Plans

A performance improvement plan (PIP), also known as a performance action plan, is a tool used to give an employee with performance deficiencies the opportunity to succeed. It addresses failures to meet specific job goals or behavior-related concerns.

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. Used as the latter, it’s nothing more than a document trail that should already exist, and it signifies to all employees that no such help is available. Bottom line: HR needs to assess if a structured plan with time-sensitive goals is the appropriate next step or if a PIP will be more of a detriment than an aid.

To assess whether a PIP is warranted, you should consider the following:

  • Is there an actual performance or behavioral issue that can be substantiated? Ask the manager to create a list of the performance deficiencies, including dates, specific data or detailed explanations, and any previous guidance from the employee. Review the most recent performance appraisal to see if the issue is new or ongoing. Has the manager met expectations to prevent the need for a PIP?
  • Do you feel the manager is committed to helping the employee succeed or is their intention to terminate the employee? This can be tricky to assess, but listen for whether the manager is concerned about the employee and wants to help or if they are at the end of the rope and cannot manage the situation. Insecure managers may feel threatened by some employees’ behaviors or may not understand that managing includes supporting and developing employees. If the manager doesn’t want employees to succeed, there is little point in starting a PIP.
  • Is it likely that the issue can be “fixed” through a formal improvement plan? Problems with sales goals, quality ratings, quantity objectives, and similar issues may be well-suited to a structured plan that helps identify why the deficiencies occur. Insubordinate and insolent behaviors, on the other hand, might not lend themselves to improvement using the goal-oriented process of a PIP.
  • Does the employee have received proper training to succeed at the task? A leave of absence or other time off may have resulted in missed training or informative meetings that were not made available to the employee later. Additional training may be warranted to correct the oversight.
  • Is there a known personal issue affecting the employee’s performance? When personal difficulties strike, employees may have a dip in performance that employers often accommodate. A PIP may help a capable employee get refocused and back on track if the reasonable time frame for accommodation has ended.
Process Management Portal

Our Process Management Portal

Our easy-to-use Service Solution Packages include access to our custom Management portal, which allows you to manage your employees, employee-related documents, and training from one place.

  • Share and share your important organizational documents.
  • Allows for electronic signatures.
  • Access to customizable forms, policies, and procedures.
  • Online training modules, such as employment, HIPAA, IPC, OSHA, and more.
  • Customized Employee Onboarding and Orientation.*
  • Customized Compliance Assessments, Review Calendar, and Documentation
human resource materials

PDF Format

Your performance improvement plan is available in PDF digital form. The PDF format allows you to share and print easily.  (Some terms and conditions apply to each format.)

Recharge Digital Consultancy’s products and services are intended to support business owners in areas of employment that can lead to liability for employers. Recharge Digital Consultancy is not a law firm; no attorney-client relationship is established by this or any other communication with its customers. Recharge Digital Consultancy’s products and services are not meant to substitute for legal advice, nor should they be regarded as legal opinions of any kind. Before adopting any employment policies, employers may want to have them reviewed by experienced legal counsel in their state to ensure compliance with all applicable laws. By using the information, we provide, whether in writing, by electronic mail, phone, or any means, you agree to hold Recharge Digital Consultancy, its officers, agents, and owners harmless from any claims, judgments, or damages arising directly or indirectly out of your use of its products and services.

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