Performance Improvement Plans
A PIP is not about managing someone out. It is about giving an employee a structured, documented opportunity to meet the standards required. We design and support PIP processes that are fair, clear, and legally defensible.
Before You Set Off
Maintain Momentum
Bumps in the Road
Changing Direction
When to use a PIP
A PIP is appropriate when: you have already had informal conversations about the performance concern, those conversations have not produced the required improvement, the concern is specific and measurable, and you have documented the previous conversations.
A PIP should never come as a surprise to the employee. If it does, something has gone wrong earlier in the process.
What a good PIP looks like
A well-structured PIP sets out: the specific performance concern in measurable terms, the standard that is required, the timeline for the PIP period, the support being provided, the review points during the period, and the consequences if improvement is not achieved.
Vagueness is the enemy of a defensible PIP. Concerns must be specific and the required standard must be clear. 'Must improve attitude' is not a PIP objective. 'Must meet the agreed response time of four hours for client emails' is.
Our approach
We design PIP documents for clients that are fair, specific, and legally defensible. We support you through the initial conversation with the employee, the review meetings during the PIP period, and the outcome, whether that is a successful conclusion or a decision to move to the next stage of the disciplinary process.
What is a Performance Improvement Plan?
A Performance Improvement Plan is a formal document that sets out specific performance concerns, the standards required, the support being offered, the timeline for review, and the consequences if improvement is not achieved.
A PIP is used when informal conversations about performance concerns have not produced the required improvement, and a more structured approach is needed. It is not a precursor to dismissal in every case, but it should always be treated as a serious step with a clear process behind it.
Common Questions
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