What performance improvement plans is
A performance improvement plan (PIP) is a structured, time-bound plan agreed with an employee whose performance is below expectations. It sets out the specific gaps, measurable targets, the support provided, check-in points and the consequences at the end of the period.
PIPs are commonly 30, 60 or 90 days, with milestone reviews along the way.
Why it matters
A fair PIP gives an employee a genuine chance to improve and gives the employer a documented, consistent process. If the plan later leads to an exit, the record of what was agreed, what support was given and what happened is what makes the decision easy to defend.
Common challenges
Vague targets
'Improve communication' cannot be met or missed.
No support
A plan that asks for change without providing coaching or resources is set up to fail.
Missing record
Check-ins that are not written down leave the outcome unexplained.
The process, step by step
- 1
Name the gap
Describe specifically what is below expectation, with evidence.
- 2
Set measurable targets
Define what success looks like by the end of the plan.
- 3
Agree support
Coaching, training or resources the employer will provide.
- 4
Check in on milestones
Review progress at fixed points and record each review.
- 5
Conclude
Record the outcome, completed, extended or not met, and what follows.
Best practices
- Raise concerns before a PIP, so the plan is not a surprise.
- Write targets the employee can measure themselves against.
- Document every check-in on the day it happens.
Mistakes to avoid
- Using a PIP as a formality before a decided exit.
- Changing targets during the plan without agreement.
- Keeping PIP notes in private documents instead of the record.
How software helps
Software gives PIPs a consistent structure, milestones, check-ins, a confidential journal and sign-offs, so each plan is run the same way and its outcome is fully recorded.
Questions about performance improvement plans
Long enough for meaningful improvement to be visible, 30, 60 or 90 days is common, depending on the role and the gap.
It should not. A PIP is a plan for improvement, and a genuine one is designed so that success is achievable. Many end with the employee meeting the targets.
The plan itself, the support provided, each milestone review with its outcome, and the final conclusion, all dated.
The specific gaps with evidence, measurable targets, the support the employer will provide, milestone check-in points, and the consequences at the end of the period.
Coaching, training or resources that help the employee close the gap. A plan that asks for change without support is set up to fail.
Not without the employee's agreement. Changing targets during the plan without agreement is one of the most common PIP mistakes.
The plan can be completed, extended or not met. The outcome and what follows should be recorded at the end of the period.
No. Concerns should be raised before a PIP starts, so the plan is a structured next step rather than a surprise.