Performance issues can happen in any workplace—whether it’s missed deadlines, poor communication, or difficulty adapting to new tools. Rather than resorting to harsh measures, many organizations turn to Performance Improvement Plans (PIPs) to address concerns while supporting employee growth. A well-structured PIP gives employees a second chance to succeed by clearly outlining expectations, identifying problem areas, and offering the right guidance to get back on track.
In this blog, you’ll discover ten real-world examples of performance improvement plans and learn how they can help transform challenges into opportunities for better results. Whether you’re an HR professional, a team lead, or a business owner, these examples and tips will help you create a productive, transparent process for improvement.
What Is a Performance Improvement Plan?
A Performance Improvement Plan (PIP) is a formal document that outlines specific areas where an employee’s performance is falling short, along with clear expectations, goals, timelines, and the resources needed to improve. It serves as both a roadmap and a support tool to help employees meet their job requirements and regain their footing within the team.
Unlike termination warnings, a PIP is meant to be constructive. It provides a structured opportunity for improvement with regular check-ins and measurable outcomes. It’s also a valuable tool for managers to coach employees, document progress, and ensure fair, unbiased performance management.
Why Should You Create a Performance Improvement Plan?
A Performance Improvement Plan (PIP) is more than just a tool to address poor performance—it’s a proactive approach to building a stronger, more accountable team. Whether you’re managing a single employee or leading a large department, a PIP can bring structure, clarity, and fairness to the performance management process.
Here’s why creating a PIP is a smart move for any organization:
🔍 Identify root causes
A PIP encourages open conversations between managers and employees. It helps uncover the real reasons behind underperformance—be it unclear expectations, lack of training, personal issues, or workload imbalances. Once you understand the root cause, you can address it directly and effectively.
✅ Create accountability
A clear plan sets specific goals and timelines, ensuring everyone knows what’s expected and when. This sense of accountability motivates employees to take ownership of their performance and work toward measurable improvement.
📊 Reduce bias in decisions
By documenting performance concerns and tracking progress objectively, a PIP reduces emotional or subjective decision-making. It provides a fair, transparent process that supports both employee development and organizational standards.
😊 Improve team morale
When struggling team members are supported instead of dismissed, it builds trust across the workplace. Employees see that their leaders care about development, not just results. This strengthens team culture and boosts overall morale.
🎯 Strengthen coaching
PIPs provide an excellent framework for managers to improve their coaching skills. Through regular feedback, one-on-one meetings, and progress reviews, leaders can guide employees more effectively and build stronger working relationships.
10 Performance Improvement Plan Examples to Turn Struggling Employees Around
Every employee faces challenges from time to time. A Performance Improvement Plan can guide them back on track with clarity, compassion, and structure. Below are real-world examples of common performance issues, along with possible causes to help managers craft targeted improvement plans.
Example #1: Consistently Missed Deadlines
⛳ Scenario:
An employee repeatedly fails to complete assignments by the due date. This disrupts workflow, delays team deliverables, and creates tension among colleagues.
😦 Possible Causes:
Poor time management or prioritization skills
Overloaded workload or unrealistic expectations
Lack of clarity about deadlines or task urgency
Distractions or disorganization in the work environment
Personal challenges affecting focus and energy
A performance plan for this issue might focus on improving scheduling habits, offering time management tools, or rebalancing workloads.
Example #2: Persistent Quality Issues
⛳ Scenario:
Despite meeting deadlines, the employee regularly delivers work that contains errors, lacks attention to detail, or doesn’t meet the company’s standards.
😦 Possible Causes:
Inadequate training or skill gaps
Rushing through tasks without quality checks
Lack of understanding of performance expectations
Misalignment between assigned tasks and employee strengths
Burnout or disengagement
A targeted PIP would include training support, clear quality benchmarks, peer reviews, and regular feedback sessions.
Example #3: Lack of Collaboration on Team Projects
⛳ Scenario:
The employee often works in isolation, resists team input, or avoids group responsibilities. This behavior causes friction and impacts overall team performance.
😦 Possible Causes:
Lack of communication skills or confidence
Previous negative experiences with team projects
A preference for independent work not suited to the current role
Misunderstanding of collaborative expectations
Personality conflicts or unresolved team issues
A performance plan can help by encouraging regular check-ins, assigning collaborative tasks with mentorship, and offering communication coaching.
Example #4: Ongoing Attendance or Punctuality Problems
⛳ Scenario:
An employee frequently arrives late, takes long breaks, or has excessive unplanned absences. This disrupts daily operations and impacts team reliability.
😦 Possible Causes:
Personal or family-related challenges
Lack of motivation or job dissatisfaction
Miscommunication about attendance policies
Health issues or mental fatigue
Transportation difficulties
A PIP for this issue should clarify attendance expectations, offer support where possible, and track improvements with scheduled check-ins.
Example #5: Poor Communication with Clients
⛳ Scenario:
The employee struggles to maintain clear, professional communication with clients—resulting in misunderstandings, missed opportunities, or damaged relationships.
😦 Possible Causes:
Lack of training in customer service or communication etiquette
Anxiety or discomfort during client interactions
Cultural or language barriers
Poor listening skills or tendency to overpromise
Inadequate preparation before meetings or calls
A performance plan could include communication coaching, shadowing experienced team members, and reviewing sample scripts or templates.
Example #6: Overstepping Authority or Micromanaging
⛳ Scenario:
An employee repeatedly takes control of decisions outside their role or micromanages peers, which undermines leadership and strains team dynamics.
😦 Possible Causes:
Lack of clarity around roles and responsibilities
Overconfidence or desire for control
Distrust in team members’ capabilities
Misaligned leadership aspirations
Fear of being held accountable for team mistakes
The PIP should emphasize boundaries, encourage delegation, and promote trust-building through leadership training or peer collaboration.
Example #7: Low Sales or Business Development Performance
⛳ Scenario:
A sales or business development employee consistently fails to meet targets, close deals, or generate new leads, despite available resources and support.
😦 Possible Causes:
Insufficient product knowledge or selling skills
Ineffective lead follow-up or closing techniques
Poor goal alignment or unclear KPIs
Low motivation, confidence, or engagement
External market shifts or poor targeting strategy
The performance plan can include specific sales goals, regular coaching sessions, role-playing practice, and deeper analysis of pipeline data.
Example #8: Repeated Policy Violations or Unprofessional Behavior
⛳ Scenario:
The employee frequently breaks company rules—such as misuse of company resources, inappropriate language, or failure to follow dress code—despite previous warnings.
😦 Possible Causes:
Lack of understanding or awareness of company policies
Resistance to authority or disregard for rules
Cultural misunderstandings or different workplace norms
Frustration or disengagement with the role
Absence of consistent enforcement across the team
A PIP for this issue should restate policy expectations, offer behavioral coaching, and define non-negotiable boundaries with clear consequences for non-compliance.
Example #9: Difficulty Adapting to New Technology or Software
⛳ Scenario:
The employee struggles with learning or using newly introduced tools or platforms, which affects their efficiency and the overall workflow.
😦 Possible Causes:
Fear of change or technological discomfort
Lack of proper training or hands-on support
Poor digital literacy or learning preferences
Overwhelm due to multiple system changes at once
Negative past experiences with technology transitions
A supportive PIP may include step-by-step training, dedicated time for practice, pairing with a tech-savvy mentor, and flexible learning formats.
Example #10: Stalled Professional Growth or Role Plateau
⛳ Scenario:
The employee has remained in the same position or performance level for an extended period without growth, initiative, or increased responsibilities.
😦 Possible Causes:
Unclear career path or development opportunities
Burnout or lack of motivation
Comfortable with current role and resistant to change
Lack of feedback, mentorship, or encouragement
Skills gap or fear of taking on new challenges
A development-focused PIP should explore career goals, offer stretch assignments, recommend relevant training, and establish a growth timeline.
How to Create a Performance Improvement Plan in 4 Easy Steps
Creating a Performance Improvement Plan (PIP) doesn’t have to be complicated. A well-structured PIP provides clarity, direction, and support for employees while giving managers a fair and objective way to address performance concerns. Follow these four easy steps to build an effective plan:
1. Define the Performance Issue with Specific Examples
Start by clearly stating the problem. Avoid vague descriptions—be specific and objective. Use actual instances and data points to illustrate the issue so the employee fully understands what’s at stake.
Example:
Instead of saying “You’re not performing well,” say “In the past month, three client emails were left unanswered for over 48 hours, resulting in delayed follow-ups.”
This approach reduces confusion and creates a factual foundation for improvement.
2. Set Realistic and Measurable Improvement Goals
Next, outline what successful performance looks like. Goals should follow the SMART framework—Specific, Measurable, Achievable, Relevant, and Time-bound.
Example:
“Respond to all client emails within 24 hours for the next 30 days.”
Setting clear benchmarks helps the employee track progress and stay motivated throughout the improvement period.
3. Define Support Systems and Accountability Measures
Show the employee that they’re not alone. Offer tools, resources, or mentorship to help them succeed. This might include training sessions, weekly check-ins, time-management apps, or guidance from a senior team member.
Also, explain how progress will be monitored and what actions will be taken if goals aren’t met.
4. Review Performance Regularly with Data-Driven Insights
Don’t wait until the end of the plan to assess results. Set weekly or bi-weekly reviews to discuss progress, celebrate wins, and adjust the plan if needed.
Use measurable outcomes—like task completion rates, client feedback, or attendance logs—to evaluate improvement objectively and fairly.
A well-executed PIP not only addresses performance issues but also builds trust and boosts long-term engagement. When done right, it’s a win-win for both the employee and the organization.
Best Practices for Maintaining Motivation During a Performance Improvement Plan
A Performance Improvement Plan (PIP) can feel intimidating for employees, but it doesn’t have to be discouraging. With the right approach, it can actually become a powerful motivator for growth. Here are some best practices to help keep motivation high and stress levels low during a PIP:
1. Set a Positive Tone from the Start
Begin the conversation with empathy and support. Make it clear that the PIP is not a punishment, but a chance for the employee to succeed and thrive. When people feel supported, they’re more likely to stay engaged and open to feedback.
2. Celebrate Small Wins Along the Way
Progress doesn’t have to be massive to be meaningful. Acknowledge every small improvement, whether it’s better time management, stronger communication, or improved attendance. Recognition keeps morale up and shows that effort is being noticed.
3. Keep Communication Open and Frequent
Regular check-ins help maintain focus, adjust expectations if needed, and show your investment in the employee’s progress. Use these moments to offer guidance, answer questions, and re-motivate the individual when challenges arise.
4. Be Clear About the Why
Explain why the improvement matters—not just to the company, but to the employee’s own development. When people understand how their growth impacts their future, they’re more likely to stay committed to the plan.
5. Personalize the Support
Every employee is different. Some may need additional training, while others might benefit from flexible schedules or one-on-one mentoring. Tailor your support to meet their unique needs and learning styles.
6. Focus on Growth, Not Perfection
The goal of a PIP is improvement—not perfection. Make room for learning curves and mistakes. Create a safe space for the employee to ask for help, admit struggles, and try new approaches without fear of judgment.
7. End with Constructive Feedback and a Vision Forward
Once the PIP concludes, take time to review what went well and where growth still needs to happen. Whether the outcome is full success or partial progress, provide a clear path forward so the employee stays motivated for the long term.
When handled with care, motivation during a PIP doesn’t just sustain—it can grow stronger. A motivated employee is more likely to turn performance challenges into lasting achievements.
Prevent Performance Issues Before They Happen with Corexta
A Performance Improvement Plan (PIP) should be a last resort—not your first move. The real key is to prevent issues before they arise by giving your team the tools and support they need to succeed from day one. That means setting clear expectations, streamlining workflows, and offering regular feedback.
Corexta empowers managers to do just that—before performance concerns ever escalate. With features designed to clarify goals and boost productivity, you can tackle issues early and help your team thrive.
✅ Task Management – Assign responsibilities, set deadlines, and eliminate confusion
✅ Goal Tracking – Keep employees focused with clear, measurable targets
✅ Real-Time Collaboration – Use tools like Whiteboards and Docs to enhance team clarity
Start using Corexta today and turn your workplace into a proactive, high-performing environment.
