Software Engineering

Building Better Performance Improvement Plans (PIP)

Performance improvement plans (PIPs) are designed to address underperformance and provide employees with the necessary support to improve. These plans set clear performance goals and expectations and outline the steps needed for employees to enhance their skills and achieve their potential.
Published on
March 2024

Performance improvement plans (PIPs) are designed to address underperformance and provide employees with the necessary support to improve.

These plans set clear performance goals and expectations and outline the steps needed for employees to enhance their skills and achieve their potential.

By implementing PIPs, organizations can foster a culture of growth and support for their employees.

Implementing a Performance Improvement Plan (PIP)

A Performance Improvement Plan (PIP) is a structured approach to address underperformance and help employees achieve their full potential.

By outlining specific goals, expectations, and actions, a PIP provides a roadmap for improvement. Here are the key components of a well-designed PIP:

Identify Performance Gaps

Begin by identifying the areas where the employee's performance is lacking or not meeting expectations.

This could be related to specific skills, behaviors, or outcomes. Take the time to gather objective data, review past performance evaluations, and consult with relevant stakeholders to ensure accuracy.

Set Clear Goals

Collaboratively establish clear and measurable goals that the employee will work towards during the PIP period.

These goals should be specific, achievable, and aligned with the organization's objectives. Breaking down larger goals into smaller milestones can help track progress and maintain motivation.

Example Goal: Increase customer satisfaction ratings by 10% within the next three months through improved communication and problem-solving skills.

Define Action Steps

Outline the specific actions the employee needs to take to achieve the identified goals.

These actions should be realistic, time-bound, and aligned with the employee's development needs. Provide guidance and resources to support the employee in their efforts.

Establish Monitoring and Feedback Mechanisms

Regularly monitor the employee's progress throughout the PIP period. Schedule frequent check-ins to provide feedback, discuss challenges, and offer guidance.

These conversations should be constructive, focusing on both strengths and areas for improvement.

Provide Training and Development Opportunities

Offer training programs, workshops, or mentorship opportunities to help the employee acquire or strengthen the skills needed for success.

These development initiatives should be tailored to address the identified performance gaps and support the employee's growth.

Regularly Assess and Adjust

Continuously assess the employee's progress and make adjustments to the PIP, if necessary.

If the initial goals are consistently met, consider raising the bar and setting new objectives to further challenge the employee. If the employee is not making satisfactory progress, provide additional support and reassess the goals and action steps.

Be sure to ask for the employee's input as well - How do you feel about the progress you've made so far? Is there anything you would like to change or adjust in your plan?

Performance Improvement Plans Are for Decision-Making

By implementing a well-designed PIP that incorporates these elements, organizations can provide employees with a clear path for improvement, support their development, and increase the likelihood of achieving desired performance outcomes.

On the other end, don't be afraid to make the difficult decisions. If an employee isn't able to meet the agreed upon goals within the designated timeframe, it might be right to let them go. Not all turnover is a bad thing.

Remember, open communication, regular feedback, and a collaborative approach are key to the success of the PIP process.

Weekly newsletter
Join hundreds of HR and team leads—receive our very best resources in your inbox every week.
Thank you! Your submission has been received!
Oops! Something went wrong while submitting the form.

Whenever you’re ready, here are 4 ways WorkStory can help you:

  1. The WorkStory Platform: Our all-in-one performance management solution. WorkStory makes it easy to gather continuous feedback, run 360 reviews, and track team progress—all in one place. Perfect for teams looking to move beyond traditional performance reviews.
  2. The Performance Review Builder Tool: Create customized performance reviews that fit your organization’s unique needs. Tailor the reviews to each role, streamline the review process, and focus on growth-oriented feedback.
  3. Performance Review Templates: Access a library of pre-built, best-in-class performance review templates that are ready to use. Whether you need templates for leadership, team members, or cross-functional roles, we’ve got you covered.
  4. HR Document Templates: From onboarding checklists to change management guides, our HR templates are designed to save time and ensure consistency across your organization. Simply download, customize, and implement.
Latest Posts
Newsletter

How to Hold Managers Accountable for Performance Reviews

The truth is, performance reviews don’t fail because of employees—they fail because managers aren’t being held accountable for their role in the process. Here’s why manager accountability matters and how you can make it a priority in your organization.
Read post
Newsletter

Three Common Performance Review Pitfalls—and How to Avoid Them

As we head into the end-of-year review season, it’s a good time to evaluate how you’re conducting performance reviews. A well-executed review process can inspire and set a clear path for growth. But a few common pitfalls can turn reviews into an ineffective or even dreaded experience for employees.
Read post
Newsletter

5 Signs Your Team Is Quiet Quitting (And How to Fix It)

As a leader, one of the most challenging things to spot is when your team members have mentally checked out but are still physically present. This phenomenon is called quiet quitting—where employees do the bare minimum without showing the engagement they once had.
Read post