A Performance Improvement Plan (PIP) is a formal management tool that outlines specific concerns regarding an employees job performance. It is a document that aims to help employees who are not meeting job performance goals by covering specific areas of performance deficiencies, identifying skills or training gaps, and setting clear expectations for an associate’s future conduct. The overall goal of a PIP is to give employees with performance issues the tools and an opportunity to improve before facing other actions, such as termination.

A PIP is typically a formal action guide created in collaboration with the employee, their manager, and HR. It outlines the steps an employee needs to take to meet agreed-upon standards and goals. Objectives must be met within a certain period, and failure to do so may result in employment actions such as termination. The role of HR in a PIP is to work with the employees managers to determine whether a PIP is appropriate and to provide guidance to both the manager and employee for the duration of the plan.

If an employee is put on a PIP, they should take time to process their emotions and understand the situation. Then, they should carefully review the documents and ask for a detailed plan of action that coincides with their growth at the company. It may help to seek the guidance of a mentor — either within the company or a professional career coach.

Managers should consider whether a specific performance or behavioral issue can be substantiated, as well as whether that issue can be addressed successfully through a formal plan before determining whether a PIP is appropriate. They should also determine whether the employee has received adequate training and support to succeed in their role.

In summary, a PIP is a tool to help employees who are not meeting job performance goals by outlining specific concerns regarding their job performance, identifying skills or training gaps, and setting clear expectations for their future conduct. It is a formal action guide created in collaboration with the employee, their manager, and HR, and objectives must be met within a certain period. If an employee is put on a PIP, they should take time to process their emotions and understand the situation, and managers should consider whether a PIP is appropriate based on specific performance or behavioral issues.