What is a Performance Improvement Plan?

Performance improvement plans, commonly called PIPs, can help employers address performance problems. However, they are not always the right solution for every situation.

In this video, we explain what employers should consider before placing an employee on a performance improvement plan, including: 

• When a PIP may be appropriate
• What an effective PIP should include
• Why expectations should be specific and measurable
• When misconduct or repeated problems may call for a different response
• How accommodation, protected leave, retaliation concerns, and other legal issues may affect the process
• What supervisors should do after a PIP begins

A PIP should give an employee a genuine opportunity for an employee to improve. It should not be used simply to create paperwork supporting a termination decision that has already been made.

Before issuing a PIP or taking other disciplinary action, employers should consider the employee’s history, the seriousness of the issue, company policies and past practices, and any legal obligations may be involved.