A PIP should be a fair chance to improve, not a paper trail.
Direct answer
A performance improvement plan lists specific performance problems, what success looks like, the support the employee will receive and a timeline with review dates. Managers should be clear, fair and supportive. Employees should ask questions, document progress and seek advice if needed.
For managers
- Check expectations were clear before this point.
- Give specific examples and measurable goals.
- Offer support: training, coaching, resources.
- Set review dates and meet regularly.
- Document fairly and follow your HR process.
For employees
- Ask for specifics and what success means.
- Request the support offered.
- Keep notes and evidence of progress.
- Consider speaking to HR or a trusted adviser, and know your rights where you live.
Where Teyro fits
Teyro's How to Set Clear Expectations course turns this into short lessons you can play in a few minutes a day. It has 50 lessons, and you can start free.
The bottom line
Clarity and support make a PIP fair and effective.
