Performance improvement plan template

A conversation with an underperforming employee about their work is never easy. It can be uncomfortable, emotional, and one of the hardest parts of performance management. But a structured performance improvement plan (PIP) can really streamline the process. 

A well-targeted PIP clarifies objectives, clears roadblocks, and supports your employee so they can start turning things around. 

Instead of building a PIP form from scratch, use Workleap’s performance improvement plan template. This free, practical guide comes with useful action items to help you address poor performance and move forward with purpose.

What is a performance improvement plan?

A PIP is a structured document that helps underperforming employees understand how, where, and why their work is falling short. Together with HR, the worker and their manager then identify any skills or knowledge gaps and agree on what needs to change. 

Well-written PIPs are an essential part of any performance management strategy. The document supports you in laying out your expectations and helps you set measurable goals and realistic timelines. The expected outcome is simple: better work from your employee. 

How PIPs can help

• Structure and clarity: PIPs provide managers with a clear outline, helping them define an action plan with goals and next steps.
• Fair documentation: A written record of a worker’s expectations, feedback, and progress helps HR make fair decisions. It also reduces your company’s legal risk. 
• Supported development: Focused feedback and realistic performance goals let the employee know where they need to grow and how to get there. 
• Standardized employee management: Using the same plan template across your organization supports managers in addressing underperformance consistently. 

Where PIPs can fall short

• Often perceived as punitive: Many employees associate PIPs with disciplinary action. The added stress from feeling punished can distract them from their work. 
• Require time and energy: Writing, tracking, and reviewing PIPs takes significant effort from your managers and HR. 
• Team morale can take a hit: Poor communication when assigning a particular individual a PIP can strain team dynamics and more widely impact workplace productivity. 

Not a magic solution: Some cases of underperformance stem from deeper issues that a PIP can’t fully address, such as missing resources or misaligned roles.

How to write a performance improvement plan

Solid performance improvement plan examples follow these four steps: 

1. Start with input: Gather feedback from the employee’s team members, manager, and supervisor to paint a picture of their output and performance.
2. Check progress: Review any documented notes from recent 1:1s and performance reviews. 
3. Lay a path forward: Set measurable goals with realistic timelines, so both you and the employee can track their progress. 
4. Compile a clear outline: Use Workleap’s sample performance improvement plan template to create a document that summarizes skills and knowledge gaps, targets, and next steps. 

Track progress with a performance improvement plan

To see real results from a PIP, both the employee’s manager and HR need to be actively involved throughout the entire process. Be sure to schedule regular check-in meetings with the employee to keep feedback flowing, provide them with appropriate resources to address any skills or knowledge gaps you’ve identified, and offer them plenty of opportunities to ask questions.

Boost team growth with Workleap’s performance improvement plan template 

A PIP should establish a route to good performance, not cause any tension. It's essential to get the document structure right. Workleap’s performance improvement plan template sets you up with a solid starting point. You can also use Workleap Officevibe, AI, and Performance to help you boost employee engagement, track progress after your PIP meetings, and gain valuable insights from workplace surveys. 

Download the template today to run focused PIP meetings, deliver meaningful feedback, and guide employees without having to create a document from scratch. 

FAQs

Which platforms allow real-time feedback and analytics?

Workleap Officevibe supports ongoing feedback, pulse surveys, and analytics, helping HR professionals and managers monitor workplace sentiment and employee engagement regularly, not just at performance review time.

What’s the best platform for 360-degree performance feedback?

Workleap Performance supports flexible 360 feedback by letting your managers and team members contribute insights throughout the performance review cycle. This provides a more complete view of your staff’s abilities, facilitating consistent, fair performance management. The platform’s customizable evaluation criteria and AI-powered summaries also save you time, helping you focus on the right conversations. 

How long does a PIP usually last? 

While the exact time period will depend on your organizational structure and the individual employee’s performance, PIPs typically run for 30, 60, or 90 days. This provides workers with enough time to demonstrate measurable improvements to their output and performance.