{"id":76409,"date":"2022-06-16T18:11:09","date_gmt":"2022-06-16T16:11:09","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=76409"},"modified":"2026-03-27T17:00:38","modified_gmt":"2026-03-27T15:00:38","slug":"performance-improvement-plan","status":"publish","type":"post","link":"https:\/\/factorialhr.co.uk\/blog\/performance-improvement-plan\/","title":{"rendered":"Performance Improvement Plan (PIP): The Ultimate Guide [+Free Template]"},"content":{"rendered":"<p><script type=\"application\/ld+json\"><span data-mce-type=\"bookmark\" style=\"display: inline-block; width: 0px; overflow: hidden; line-height: 0;\" class=\"mce_SELRES_start\">\ufeff<\/span><span data-mce-type=\"bookmark\" style=\"display: inline-block; width: 0px; overflow: hidden; line-height: 0;\" class=\"mce_SELRES_start\">\ufeff<\/span>\n{\n  \"@context\": \"https:\/\/schema.org\",\n  \"@type\": \"FAQPage\",\n  \"mainEntity\": [{\n    \"@type\": \"Question\",\n    \"name\": \"What is a performance improvement plan (PIP)?\",\n    \"acceptedAnswer\": {\n      \"@type\": \"Answer\",\n      \"text\": \"A performance improvement plan (PIP) is a formal document that helps employees who are struggling to meet expectations. It offers an honest appraisal of their performance, identifies performance gaps and areas where they are falling short, and provides precise steps for how they can improve. A PIP includes specific timelines and intermediary goals to guide employees toward improved performance, and it also includes clear consequences for employees who do not meet expectations, which might range from disciplinary action to termination of employment. PIPs help employees to reckon with their shortcomings and become better workers for the company.\"\n    }\n  },{\n    \"@type\": \"Question\",\n    \"name\": \"How long should a performance improvement plan last?\",\n    \"acceptedAnswer\": {\n      \"@type\": \"Answer\",\n      \"text\": \"Generally, PIPs last anywhere from 30 to 90 days, with regular check-ins to track progress and make any necessary adjustments. The length of a performance improvement plan will depend on the specific goals and objectives outlined in the plan.\"\n    }\n  },{\n    \"@type\": \"Question\",\n    \"name\": \"Can an employee be terminated after completing a performance improvement plan?\",\n    \"acceptedAnswer\": {\n      \"@type\": \"Answer\",\n      \"text\": \"If an employee successfully completes a performance improvement plan and meets all the expectations outlined in the plan, they should not be terminated. However, if an employee fails to meet the goals and expectations outlined in the plan, the employer may decide to terminate their employment.\"\n    }\n  },{\n    \"@type\": \"Question\",\n    \"name\": \"Can an employee refuse to sign a performance improvement plan?\",\n    \"acceptedAnswer\": {\n      \"@type\": \"Answer\",\n      \"text\": \"An employee can refuse to sign a performance improvement plan, but this may have consequences. Refusing to sign the plan could be seen as insubordination and could result in disciplinary action or termination of employment. It is usually better for the employee to sign the plan and work with their manager to address any concerns or issues.\"\n    }\n  },{\n    \"@type\": \"Question\",\n    \"name\": \"Can a performance improvement plan be used to target specific employees unfairly?\",\n    \"acceptedAnswer\": {\n      \"@type\": \"Answer\",\n      \"text\": \"No, a performance improvement plan should only be used when an employee is struggling to meet expectations or is not performing at the required level. It should not be used to target specific employees unfairly or to discriminate against them based on protected characteristics such as race, gender, or age.\"\n    }\n  },{\n    \"@type\": \"Question\",\n    \"name\": \"How should a manager handle an employee who is resistant to a performance improvement plan?\",\n    \"acceptedAnswer\": {\n      \"@type\": \"Answer\",\n      \"text\": \"If any employee is resistant to a performance improvement plan, the manager should try to address their concerns and explain why the plan is necessary. The manager can also offer support and guidance to help the employee meet the goals outlined in the plan. If the employee continues to resist, the manager may need to consider other options such as disciplinary action or termination of employment.\"\n    }\n  },{\n    \"@type\": \"Question\",\n    \"name\": \"What are the key components of a performance improvement plan (PIP)?\",\n    \"acceptedAnswer\": {\n      \"@type\": \"Answer\",\n      \"text\": \"The key components of a performance improvement plan (PIP) are clear goals, measurable objectives, defined timelines, and a standardised process that includes check-ins and feedback sessions. Additionally, PIPs typically outline what will happen if these goals are not met, whether that is disciplinary actions or termination.\"\n    }\n  },{\n    \"@type\": \"Question\",\n    \"name\": \"How can a manager prepare a PIP?\",\n    \"acceptedAnswer\": {\n      \"@type\": \"Answer\",\n      \"text\": \"Managers should start off by documenting areas where their employee has been underperforming by providing specific examples and details. Next, managers should create clear and measurable goals to be completed within a specific timeframe.\"\n    }\n  },{\n    \"@type\": \"Question\",\n    \"name\": \"Can a PIP lead to termination?\",\n    \"acceptedAnswer\": {\n      \"@type\": \"Answer\",\n      \"text\": \"Issuing an employee a PIP does not always lead to termination. It is a plan intended to boost your employee's performance with concrete goals and actions. However, if your employee fails to meet expectations it may result in termination.\"\n    }\n  },{\n    \"@type\": \"Question\",\n    \"name\": \"How can managers support employees through a PIP?\",\n    \"acceptedAnswer\": {\n      \"@type\": \"Answer\",\n      \"text\": \"Managers can support their employees through a PIP by offering regular feedback, constructive criticism, and resources such as training or courses to upskill or reskill.\"\n    }\n  }]\n}\n<\/script><br \/>\n<strong>How can managers encourage struggling employees to do better?<\/strong> This question has become increasingly more important, especially as remote work persists and companies need effective ways to evaluate and improve employee performance. A <strong>performance improvement plan (PIP)<\/strong> will give managers an effective roadmap to share with their team to increase their success.\u00a0Managers using PIPs should take steps to communicate with employees in a way that resonates. Here, we\u2019ll explore the most effective ways to create and implement a performance improvement plan \u2014without burning bridges with employees.<\/p>\n<p><strong><em>Want to boost your team&#8217;s performance?<\/em> Download our <a href=\"https:\/\/factorialhr.co.uk\/templates\/performance-improvement-plan-template\">Performance Improvement Plan (PIP) Template<\/a> to achieve greater success.<\/strong><!-- notionvc: 6bea8fff-d834-4525-9c62-2d0fe7edf9e9 --><\/p>\n<h2><strong>What Is a Performance Improvement Plan (PIP)?<\/strong><\/h2>\n<table style=\"width: 100%; border-collapse: collapse; border-style: solid; border-color: #000000;\">\n<tbody>\n<tr>\n<td style=\"width: 100%;\">\ud83d\udca1\u00a0A performance improvement plan (PIP) is <strong>a formal document to help employees reach expectations they may be struggling to meet. <\/strong>PIPs\u00a0outline areas where performance or behavior expectations are not being met, establish clear and measurable goals, and define a timeline for achieving those expectations.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p>The intent is to provide honest performance appraisals and to provide your team with realistic employee growth plans that are aligned with business goals and expectations. PIPs will provide precise steps on how to improve performance. Additionally, it includes <strong>clear consequences<\/strong> for employees who do not meet expectations, including disciplinary actions and termination of employment. Performance improvement plans not only provide workers with a set of objectives, but also gives managers a clear overview on what and how to boost their team member&#8217;s performance.<\/p>\n<p><strong>Related video: What is a PIP?<\/strong> How to create and present a Performance Improvement Plan.<\/p>\n<p><iframe title=\"What is a Performance Improvement Plan? How to Create and Present a PIP\" width=\"500\" height=\"281\" src=\"https:\/\/www.youtube.com\/embed\/PxzzF4gAf8Q?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe><\/p>\n<h2><strong>When Should a Performance Improvement Plan be Implemented?<\/strong><\/h2>\n<p>Employers can tailor a performance improvement plan template to fit any problem. For example, a PIP may focus on improving work quality, goal setting, or meeting growth numbers. Correctly implemented, <strong>an employee improvement plan may work wonders for struggling employees.<\/strong> It will give employees exact instructions on <a href=\"https:\/\/factorialhr.co.uk\/blog\/career-development\/\">how to improve<\/a> and a clear metric for measuring their improvement.<\/p>\n<p>In order to be effective, <strong>PIPs must be motivated by a sincere desire to help employees to improve.<\/strong> Because of their reputation, PIPs may make employees nervous. This means managers issuing PIPs should be prepared to communicate clearly about their expectations, check in regularly, and support employees. All of this will help boost employee morale.<\/p>\n<p>That said, PIPs aren\u2019t only for employees who are struggling in their roles. They can also help structure a position for an employee who feels unfulfilled. <strong>A PIP can prepare an employee to transition into a higher-level role or move laterally into a role that is a better fit.<\/strong><\/p>\n<h2><strong>Benefits of Performance Improvement Plan<\/strong><\/h2>\n<p>By fostering employee mobility and growth, PIPs create win-win situations, benefiting both employees&#8217; development and the organization&#8217;s long-term success. The <a href=\"https:\/\/factorialhr.co.uk\/blog\/performance-appraisal\/\" target=\"_blank\" rel=\"noopener noreferrer\">performance appraisal benefits<\/a> are endless.<\/p>\n<h3><strong>Culture of Accountability<\/strong><\/h3>\n<p>When employers invest in bettering their employees rather than letting them go for slip-ups or poor performance, employees feel more engaged with the company. Using a performance review form empowers employees to make necessary changes and for managers to create a high-performance culture.<\/p>\n<h3><strong>Save Time and Money<\/strong><\/h3>\n<p>By addressing and fixing issues thanks to your performance improvement plan and other performance management tools, employers can boost productivity in the workplace and keep their staff on track. PIPs may be more effective than an annual performance appraisal because they are taken very seriously by employees.<\/p>\n<p>Additionally, PIPs give employees a second chance, which reduces turnover. This will not only save employers the costs associated with letting workers go and training new hires. It will also save them the costs of low morale associated with firings.<\/p>\n<h3><strong>Reduce Liability<\/strong><\/h3>\n<p>PIPs provide a formal document stating an employer\u2019s dissatisfaction with an employee\u2019s performance. This makes it more difficult for an employee to win a case claiming unjust or unlawful termination down the road. While this does protect employers, it is also the reason employees are uncomfortable when they receive a PIP.<\/p>\n<p><!--HubSpot Call-to-Action Code --><span id=\"hs-cta-wrapper-608d67c7-4be9-4a36-a20d-7b70b5d0dd88\" class=\"hs-cta-wrapper\"><span id=\"hs-cta-608d67c7-4be9-4a36-a20d-7b70b5d0dd88\" class=\"hs-cta-node hs-cta-608d67c7-4be9-4a36-a20d-7b70b5d0dd88\"><!-- [if lte IE 8]>\n\n\n<div id=\"hs-cta-ie-element\"><\/div>\n\n\n<![endif]--><\/span><script charset=\"utf-8\" src=\"https:\/\/js.hscta.net\/cta\/current.js\"><\/script><script type=\"text\/javascript\"> hbspt.cta.load(4960096, '608d67c7-4be9-4a36-a20d-7b70b5d0dd88', {\"region\":\"na1\"}); <\/script><\/span><!-- end HubSpot Call-to-Action Code --><\/p>\n<h2><strong>How to Address Attitude in a Performance Improvement Plan<\/strong><\/h2>\n<p>Talking to an employee about performance improvement is never easy, especially when it is tied to overall attitude. It might lead to a situation where employees become defensive and feel that they are being asked to meet impossible goals. They may fear that their jobs are at risk. Although good managers will always find a way to be kind and respectful, the conversation may still be uncomfortable and upsetting.<\/p>\n<p>Here are our <strong>tips to make sure the interaction leaves the employee feeling supported instead of abandoned.<\/strong><\/p>\n<h3><strong>Be Specific<\/strong><\/h3>\n<p>An employee appraisal needs to draw on real-life examples. Instead of telling an employee that their work quality is low, employers should prepare to point to specific instances. Perhaps the employee is not taking certain responsibilities seriously.\u00a0 Perhaps they consistently miss important deadlines and don&#8217;t seem to be making any effort to improve. Whatever the problem, employers may be able to use <a href=\"https:\/\/factorialhr.co.uk\/blog\/best-performance-management-software\/\" target=\"_blank\" rel=\"noopener noreferrer\">performance management software<\/a> to <strong>identify a pattern and not just a single occasion.<\/strong><\/p>\n<p>Has the employee already been asked to fix this problem? Employers may not need PIPs if they communicate openly with their staff about performance ongoing. If the employee has been warned, employers should be sure to point this out.<\/p>\n<h3><strong>Focus on performance<\/strong><\/h3>\n<p>PIPs are opportunities for growth and improvement. Managers holding these difficult conversations must stay focused on performance goals. Personal attacks in this scenario, as ever, are out of line. Proactive managers can keep a record of performance evaluations with a <a href=\"https:\/\/factorialhr.co.uk\/templates\/360-degree-performance-review\">360-degree review template<\/a>, a <a href=\"https:\/\/factorialhr.co.uk\/templates\/performance-appraisal-template\">performance appraisal<\/a>, or a <a href=\"https:\/\/factorialhr.co.uk\/templates\/self-assessment-template\">self-assessment template<\/a> and use these examples to see how others organise these discussions.<\/p>\n<style>\r\n    .image-wrapper .image-container {\r\n        position: relative;\r\n        overflow: hidden;\r\n    }\r\n    .image-wrapper .image-container img {\r\n\t\tborder-radius: 0;\r\n        width: 100%;\r\n        height: 100%;\r\n        object-fit: cover; \/* maintains aspect ratio *\/\r\n\t\tmargin: 0;\r\n    }\r\n\t\r\n\t.image-wrapper{\r\n\t\tdisplay: block;\r\n\t}\r\n\t\r\n\r\n\t.rounded-2xl {\r\n        border-radius: 1rem;\r\n    }\r\n\t\r\n\t.image-inner-container {\r\n\t\twidth: 100%;\r\n\t\tborder-radius: 1rem;\r\n\t\tdisplay: flex;\r\n\t\toverflow: hidden;\r\n\t\tbox-shadow: 0 1px 3px 0 rgba(0, 0, 0, 0.1), 0 1px 2px 0 rgba(0, 0, 0, 0.06);\r\n\t}\r\n\r\n\t\/* Media Queries *\/\r\n\t@media (min-width: 768px) {\r\n\t\t.image-container {\r\n\t\t\tdisplay: block;\r\n\t\t}\r\n\t}\r\n<\/style>\r\n\r\n<a role='button' id='image-banner-163102' class='image-wrapper' href=\"https:\/\/factorialhr.co.uk\/templates\/performance-improvement-plan-template\">\r\n<div class=\"image-inner-container\">\r\n    <div class=\"bg-gray-200 image-container\">\r\n        <img decoding=\"async\" id=\"bannerImage\" src=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2025\/07\/07104248\/PIP.png\">\r\n    <\/div>\r\n<\/div>\r\n<\/a>\r\n<script>\r\n(() => {\r\n  const banner = document.getElementById(\"image-banner-163102\"); \r\n    if (banner) {\r\n      banner.addEventListener(\"click\", () => {\r\n        window.GoogleAnalytics.trackEvent({\r\n          action: \"banner_click\",\r\n          category: \"blog_banner_inline_image\",\r\n          isoCode: \"\",\r\n        });\r\n      });\r\n\t  \r\n\t  const options = {\t  \r\n\t\t  rootMargin: \"0px\",\r\n\t\t  threshold: 1.0,\r\n\t\t};\r\n\r\n\t\tconst observer = new IntersectionObserver((entries) => {\r\n\t\t\t entries.forEach((entry) => {\r\n\t\t\t\tif (entry.isIntersecting) {\r\n\t\t\t\t\tobserver.disconnect();\r\n\t\t\t\t\twindow.GoogleAnalytics.trackEvent({\r\n\t\t\t\t\t\taction: 'banner_view',\r\n\t\t\t\t\t\tcategory: \"blog_banner_inline_image\",\r\n          \t\t\t\tisoCode: \"\",\r\n\t\t\t\t\t});\r\n\t\t\t\t}\r\n\t\t\t  });\r\n\t\t}, options);\r\n\r\n\r\n\r\n\t\tobserver.observe(banner);\r\n    }\r\n\t\r\n})()\r\n\t\r\n<\/script>\n<h2><strong>How to Write a Performance Improvement Plan<\/strong><\/h2>\n<p>One of the most important aspects of a PIP is the\u00a0performance evaluation form. This is the written document employers will make with employees to record objectives and a timeline for improvement. Here are some key considerations for employers developing an employee evaluation form.<\/p>\n<h3><strong>Define acceptable performance<\/strong><\/h3>\n<p>How would a high-performing employee be completing this role? Instead of focusing on what they don\u2019t want, employers should first have a firm understanding of what they do want. Then, they can work backwards to determine where the employee is falling short and where they can improve.<\/p>\n<h3><strong>Create measurable objectives<\/strong><\/h3>\n<p>Give the employee insight into the business\u2019s performance appraisal system. What do they need to do to improve? Use the SMART framework (Smart, Measurable, Attainable, Relevant, Time-based) to create goals employees can reasonably achieve. Keep track of <a href=\"https:\/\/factorialhr.co.uk\/blog\/performance-appraisal\/\" target=\"_blank\" rel=\"noopener\">employee performance metrics<\/a> and take feedback into account. If they say expectations are unreasonable, there may be a good reason for it.<\/p>\n<h3><strong>Outline resources and support<\/strong><\/h3>\n<p>What resources will be available for employees who need to develop new skill sets? Managers can offer support through training, and performance coaching. Similarly, they can encourage employees to ask their peers for guidance. Consider how to address the root of the problem.<\/p>\n<h3><strong>Schedule check-ins<\/strong><\/h3>\n<p>One of the most important parts of the performance appraisal form is scheduling regular meetings between the manager and employee. The manager should use these meetings as an opportunity to practice <a href=\"https:\/\/factorialhr.co.uk\/blog\/continuous-performance-management\/\" target=\"_blank\" rel=\"noopener\">continuous performance management<\/a> and ensure that the employee is meeting incremental goals and developing according to the PIP. Employees will be able to voice any doubts or difficulties.<\/p>\n<h3><strong>State the consequences<\/strong><\/h3>\n<p>There\u2019s no way around it. Although PIPs should ideally help an employee to reach their potential, the possibility exists that they might not.\u00a0 An employee performance improvement plan form should include the repercussions of not meeting expectations.<\/p>\n<p>With these considerations in mind, a manager will be able to draw up a clear and reasonable PIP.<\/p>\n<h2><strong>Performance Improvement Plan Best Practices<\/strong><\/h2>\n<p>While PIPs can help struggling employees improve performance, the PIP process can also cause stress. What are the best <a href=\"https:\/\/factorialhr.co.uk\/performance-management\" target=\"_blank\" rel=\"noopener\">employee performance management<\/a> practices to make sure the PIP goes over as smoothly as possible?<\/p>\n<h3><strong>Make a plan<\/strong><\/h3>\n<p>First, create a plan. Organise a meeting with both the employee\u2019s manager and hr present. Meanwhile, prepare what to say ahead of time, and make sure to have an employee evaluation form ready.<\/p>\n<h3><strong>Listen to your employee<\/strong><\/h3>\n<p>Give the employee an opportunity to respond with any thoughts or comments. The employee is sure to have valuable feedback about the demands of their position or extenuating circumstances. Some businesses may offer a <a href=\"https:\/\/factorialhr.co.uk\/blog\/write-perfect-self-appraisal\/\" target=\"_blank\" rel=\"noopener\">self-appraisal form<\/a> to see how employees perceive their own recent performance.<\/p>\n<div class=\"factorial-banner inline-banner banner-demo category-talent-management\"\n    data-banner-id=\"167129\"\n    data-banner-type=\"demo\"\n    data-category=\"Talent Management\">\n    <div class=\"banner-content\">\n        <div class=\"banner-text\">\n                            <h4>Want see more of Factorial?<\/h4>\n            \n                            <ul class=\"banner-checklist\">\n                                                                        <li class=\"not-prose\">Automate your workflows<\/li>\n                                                                                                <li class=\"not-prose\">Save time &amp; effort<\/li>\n                                                                                                <li class=\"not-prose\">Centralise HR &amp; finance with one platform<\/li>\n                                                            <\/ul>\n            \n                            <a href=\"https:\/\/factorialhr.co.uk\/request-demo\"\n                    class=\"factorial-cta-button not-prose demo btn-brand\" data-cta=\"demo\" data-cta-position=\"inline-banner\">\n                    Get a demo                <\/a>\n                    <\/div>\n\n        <div class=\"banner-image has-image\">\n            <img decoding=\"async\" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2025\/09\/01114707\/Discover-banner-factorial-laptop.png\" class=\"not-prose\" \/>\n        <\/div>\n    <\/div>\n<\/div>\n<h3><strong>Find the root cause of the issue<\/strong><\/h3>\n<p>If an employee is showing poor performance, chances are there is a good reason. This employee was hired because of their skills and their attitude, so they are probably not faltering out of spite. Does the employee struggle to understand the expectations of their role? Are they having trouble outside of work that is affecting their performance? Investigate specific issues through targeted performance review questions and offer support accordingly.<\/p>\n<h3><strong>Emphasise the positive<\/strong><\/h3>\n<p>Emphasise the employee\u2019s positive attributes and the impact they have made on the business. This is an opportunity for them to create a personal improvement plan. Help them to find ways to expand their positive influence.<\/p>\n<h3><strong>Provide Guidance<\/strong><\/h3>\n<p>The supervisor evaluation will help employees to better understand the business\u2019s expectations. Clear goal-setting will give employees a clear path to follow and help them to reach objectives.<\/p>\n<h3><strong>Check-in regularly<\/strong><\/h3>\n<p>Track the employee\u2019s progress after the initial meetings. Is their improvement in line with any interim goals? Regularly, touching base will help to keep employees motivated and moving in the right direction. Offer an employee review form so employees can evaluate their own progress.<\/p>\n<h2><strong>Employee Attendance Improvement Plan Example<\/strong><\/h2>\n<p>A PIP might be used to resolve a number of situations. Here, we\u2019ll explore how to use a staff performance evaluation to address an employee\u2019s spotty attendance record.<\/p>\n<p>The first step is to explain what kind of attendance is expected of the employee.<strong> Show the employee how their behaviour is affecting the rest of the staff.<\/strong> Are the employee\u2019s colleagues having to cover shifts on short notice or pick up the slack? Demonstrate a history of absences using <a href=\"https:\/\/factorialhr.co.uk\/blog\/tracking-absences-employees\/\" target=\"_blank\" rel=\"noopener noreferrer\">absence-tracking software<\/a>.<\/p>\n<p>Secondly,<strong> create measurable objectives.<\/strong> In this instance, it might be no absences or late arrivals in the next month.san<\/p>\n<p>Thirdly, figure out if there is any way you can support the employee. Do they need a different shift so that they can be free to pick up their kids from school in the afternoon?<strong> Schedule check-ins to meet throughout the month<\/strong> and discuss the employee\u2019s progress.<\/p>\n<p>Finally, <strong>let the employee know the consequences they will face<\/strong> if they continue missing work. In end, the PIP form should include some version of the following:<\/p>\n<p><strong>Goal:<\/strong> To reduce absenteeism<\/p>\n<p><strong>Objectives:<\/strong> Arrive on time, no absences for a month<\/p>\n<p><strong>Action:<\/strong> Only miss work when authorised for medical or personal reasons<\/p>\n<p><strong>Support:<\/strong> Shift switches if necessary<\/p>\n<p><strong>Check-ins:<\/strong> Every Friday at 10 am for the next month<\/p>\n<p><a href=\"https:\/\/factorialhr.co.uk\/templates\/performance-improvement-plan-template\"><img decoding=\"async\" class=\"alignnone wp-image-151509 size-full\" src=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2022\/06\/10170527\/Screenshot-2025-02-10-at-4.02.17%E2%80%AFPM.png\" alt=\"Use Factorial's Performance Improvement Plan (PIP) Template\" width=\"728\" height=\"948\" srcset=\"https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2022\/06\/10170527\/Screenshot-2025-02-10-at-4.02.17%E2%80%AFPM.png 728w, https:\/\/factorialhr.co.uk\/wp-content\/uploads\/2022\/06\/10170527\/Screenshot-2025-02-10-at-4.02.17%E2%80%AFPM-230x300.png 230w\" sizes=\"(max-width: 728px) 100vw, 728px\" \/><\/a><\/p>\n<h3><a href=\"https:\/\/factorialhr.co.uk\/templates\/performance-improvement-plan-template\">Download Factorial&#8217;s PIP template<\/a>.<\/h3>\n<p>With this performance improvement plan template, you&#8217;ll be able to customise your own plan to improve your employee&#8217;s performance.<\/p>\n<h2><strong>How to Respond to a Performance Improvement Plan: <\/strong><strong>A Guide for Employees<\/strong><\/h2>\n<p>For employees being called in to discuss a PIP with their manager, the process can be nerve-wracking. Maybe the manager pointed out room for improvement before, but the employee didn\u2019t realise it was quite so serious. The good news? This employee evaluation is an opportunity for employees to step up their game and improve their performance. How they react will either win the trust of their bosses for the long term or further reduce confidence.<\/p>\n<h3><strong>Be honest with yourself<\/strong><\/h3>\n<p>It can sting when the boss says your work isn\u2019t up to par, but it is also a valuable opportunity for reflection. Think carefully about your performance. Have you been preoccupied with other things recently? Have you been letting things slide?<\/p>\n<p>If your boss asks you to self-evaluate, consider checking out how to write <a href=\"https:\/\/factorialhr.co.uk\/blog\/performance-appraisal\/\" target=\"_blank\" rel=\"noopener noreferrer\">performance reviews<\/a> for yourself, use examples so you can present a more objective picture.<\/p>\n<h3><strong>Make your job a priority<\/strong><\/h3>\n<p>It\u2019s time to refocus on work. Make sure you have enough time to give your projects the attention they deserve. Show your manager what makes you shine.<\/p>\n<h3><strong>Seek help when you need it<\/strong><\/h3>\n<p>Self-improvement is never easy. Fortunately, a performance improvement plan probably means that your company is interested in helping you grow in the right direction. If you feel that you have received an unfair performance improvement plan, be sure to communicate clearly with your boss about how it could be adjusted. Don\u2019t squabble about past incidents. Instead, focus on the future and meet the objectives before you. Make sure to take advantage of the resources available to you.<\/p>\n<h3><strong>Stay positive<\/strong><\/h3>\n<p>Although your ego may have taken a hit, it\u2019s more important than ever to keep a positive attitude. Show your manager that you are willing and eager to make the necessary adjustments. To sum up, don\u2019t let small challenges hold you back!<\/p>\n<h2><strong>Is a Performance Improvement Plan Bad?<\/strong><\/h2>\n<p>Is a PIP a bad thing? It certainly doesn\u2019t have to be. Employers should never use a PIP as a superficial step before termination. Like <a href=\"https:\/\/factorialhr.co.uk\/blog\/salary-review\/\" target=\"_blank\" rel=\"noopener\">salary reviews,<\/a> pay-for-performance models, and stack ranking, performance improvement plans have consequences.<\/p>\n<p>However,<strong> PIPs do offer a legitimate opportunity for growth<\/strong>. If managers conduct a PIP with the intention of listening to their employees&#8217; perspectives, performance improvement plans can be constructive.\u00a0 If employees are open to change, both may be able to work out a plan and learn from the discussion.<\/p>\n<p>By seeking employee evaluation examples, employers will be able to craft the best performance improvement plan possible to get a valued employee on the right track. <span style=\"color: #000000;\"><a href=\"https:\/\/factorialhr.co.uk\/performance-management\">Manage your Performance Reviews<\/a> with Factorial to leverage AI to provide you with summaries and suggestions on next steps.\u00a0<\/span><\/p>\n<h2>FAQs about Performance Improvement Plans (PIP)<\/h2>\n<h3>What is a performance improvement plan (PIP)?<\/h3>\n<p>A performance improvement plan (PIP) is a formal document that helps employees who are struggling to meet expectations. It offers an honest appraisal of their performance, identifies performance gaps and areas where they are falling short, and provides precise steps for how they can improve. A PIP includes specific timelines and intermediary goals to guide employees toward improved performance, and it also includes clear consequences for employees who do not meet expectations, which might range from disciplinary action to termination of employment. PIPs help employees to reckon with their shortcomings and become better workers for the company.<\/p>\n<h3>How long should a performance improvement plan last?<\/h3>\n<p>Generally, PIPs last anywhere from 30 to 90 days, with regular check-ins to track progress and make any necessary adjustments. The length of a performance improvement plan will depend on the specific goals and objectives outlined in the plan.<\/p>\n<h3>Can an employee be terminated after completing a performance improvement plan?<\/h3>\n<p>If an employee successfully completes a performance improvement plan and meets all the expectations outlined in the plan, they should not be terminated. However, if an employee fails to meet the goals and expectations outlined in the plan, the employer may decide to terminate their employment.<\/p>\n<h3>Can an employee refuse to sign a performance improvement plan?<\/h3>\n<p>An employee can refuse to sign a performance improvement plan, but this may have consequences. Refusing to sign the plan could be seen as insubordination and could result in disciplinary action or termination of employment. It is usually better for the employee to sign the plan and work with their manager to address any concerns or issues.<\/p>\n<h3>Can a performance improvement plan be used to target specific employees unfairly?<\/h3>\n<p>No, a performance improvement plan should only be used when an employee is struggling to meet expectations or is not performing at the required level. It should not be used to target specific employees unfairly or to discriminate against them based on protected characteristics such as race, gender, or age.<\/p>\n<h3>How should a manager handle an employee who is resistant to a performance improvement plan?<\/h3>\n<p>If any employee is resistant to a performance improvement plan, the manager should try to address their concerns and explain why the plan is necessary. The manager can also offer support and guidance to help the employee meet the goals outlined in the plan. If the employee continues to resist, the manager may need to consider other options such as disciplinary action or termination of employment.<\/p>\n<h3>What are the key components of a performance improvement plan (PIP)?<\/h3>\n<p>The key components of a performance improvement plan (PIP) are clear goals, measurable objectives, defined timelines, and a standardised process that includes check-ins and feedback sessions. Additionally, PIPs typically outline what will happen if these goals are not met, whether that is disciplinary actions or termination.<\/p>\n<h3>How can a manager prepare a PIP?<\/h3>\n<p>Managers should start off by documenting areas where their employee has been underperforming by providing specific examples and details. Next, managers should create clear and measurable goals to be completed within a specific timeframe.<\/p>\n<h3>Can a PIP lead to termination?<\/h3>\n<p>Issuing an employee a PIP does not always lead to termination. It is a plan intended to boost your employee&#8217;s performance with concrete goals and actions. However, if your employee fails to meet expectations it may result in termination.<\/p>\n<h3>How can managers support employees through a PIP?<\/h3>\n<p>Managers can support their employees through a PIP by offering regular feedback, constructive criticism, and resources such as training or courses to upskill or reskill.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>How can managers encourage struggling employees to do better? This question has become increasingly more important, especially as remote work persists and companies need effective ways to evaluate and improve employee performance. A performance improvement plan (PIP) will give managers an effective roadmap to share with their team to increase their success.\u00a0Managers using PIPs should<a href=\"https:\/\/factorialhr.co.uk\/blog\/performance-improvement-plan\/\" class=\"read-more\"> [&#8230;]<\/a><\/p>\n","protected":false},"author":136,"featured_media":154959,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[337],"tags":[],"class_list":["post-76409","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-talent"],"acf":{"topics":"talent-performance-review"},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.5 (Yoast SEO v21.9.1) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Performance Improvement Plan (PIP): The Ultimate Guide<\/title>\n<meta name=\"description\" content=\"Find out how you can implement a performance 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