A performance improvement plan, or PIP, is a documented process for addressing a specific performance gap. It identifies expected results, support, review dates, and how progress will be evaluated so the employee has a clear opportunity to improve.
A PIP should describe observable work, not vague judgments such as a bad attitude. Managers need realistic standards, relevant examples, and a plan for providing feedback. HR should review consistency and consider whether leave, accommodation, protected activity, or other facts require separate attention. A PIP is not a substitute for those processes or a guarantee against a claim.
A project coordinator repeatedly misses handoff deadlines. Instead of demanding better ownership, the manager identifies the required deliverables, due dates, and review process. Weekly check-ins distinguish skill gaps from unclear assignments. If an accommodation issue is raised, HR evaluates it through the appropriate process rather than ignoring it because a PIP is underway.
No. Coaching may be appropriate for some issues. The response should reflect the facts, applicable obligations, and the employer's policies and commitments.
A clear record of expectations, support, and observed progress helps leaders assess whether the employee and manager received a fair, workable process.
Employer's Guardian can help employers give managers clearer expectations and consistent follow-up. Explore our performance management support and HR outsourcing support, or speak with our team about your workforce.
Official reference: EEOC: performance and conduct standards.
General educational information, not legal or tax advice. Requirements vary by jurisdiction and circumstances. Consult qualified counsel or tax advisers about specific obligations.