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Below are some common questions from our customers that may provide you with the answer you're looking for. If you can't find an answer to your question, please don't hesitate to reach out to us.

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What happens at the end of a performance improvement plan?

At the end of your PIP, you will likely meet with your manager, and potentially HR, to discuss your performance over the course of the PIP and whether you met the expectations outlined. You will want to come to the meeting prepared with a list of your goals and associated accomplishments.

What should be included in a performance improvement plan?

Every PIP should include a detailed action plan for how the team member can improve. This action plan may include goals, progress milestones, and additional training. In particular, make sure the goals you set are SMART. SMART goals are specific, measurable, achievable, realistic, and time-bound.

What is an example of a goal for PIP?

EXAMPLE: To effectively manage workload on a daily basis, meet deadlines efficiently, prioritise tasks and respond to emails in a timely manner.

What are the consequences of PIP?

A PIP will create a specific timeline with intermediary goals to guide employees and improve performance. It will also include clear consequences for employees who do not meet expectations. These might range from disciplinary action to termination of employment.

Does PIP lead to termination?

Yes, an employer can terminate an employee during a PIP if they continue to perform poorly despite the warning.

Should I quit if I get a PIP?

I Received a Performance Improvement Plan; Should I Quit? If you were put on a performance improvement plan, its generally not a good idea to quit unless you find another job first. You can beat the PIP, even if it was secretly created to force you out.

Does a pip mean termination?

While its true that PIPs are often a prelude to a termination, thats not always the case. If youre given a performance improvement plan, theres hope yet in some cases, you can still fix the issues and keep your job.

What do you say in a performance improvement plan meeting?

After you have developed the plan, you need to discuss it with the employee in a private and constructive meeting. You should explain the purpose and benefits of the plan, as well as the expectations and outcomes. You should also listen to the employees feedback, concerns, or suggestions, and address them ingly.

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