PIP Examples: 5 Great Sample Performance Improvement Plans

A PIP example shouldn’t be something you instantly copy and paste. While the PIP examples we have on this list are detailed and applicable in multiple different scenarios, your performance improvement plans should be tailored to reflect your organizational culture and relationship with your employees.

Performance improvement plans if applied created and conveyed properly, can not only help improve performance but also strengthen the relationship direct reports have with their supervisors.

In this article, we put together some helpful PIP examples for you to model your employee performance improvement plans after.

The sample performance improvement plans you will find on this page include:

• PIP Example for Sales
• PIP Example for Human Resources
• PIP Example for Project Management
• PIP Example for Customer Success
• PIP Example for Leadership

Not only will we present you with examples of performance improvement plans but also the right tools to help you implement your individual development plans as well!

You will also find answers to frequently asked questions about PIP such as:

• What should be included in a PIP?
• What is the best way to deliver a PIP?
• What are some mistakes to avoid with performance improvement plans?
• How to respond to a performance improvement plan?

Now, let’s get right to the meat of this post and give some of detailed performance improvement plan examples:

1. Detailed Performance Improvement Plan Example For Sales

Scenario: A sales representative, Alex Johnson, has been unable to meet the quarterly sales targets for two consecutive quarters. The primary reasons identified are a significant decrease in client follow-ups and a lack of robust lead-generation strategies.

Employee: Alex Johnson
Job Title: Sales Representative
Date: February 2, 2024
Performance Issues: Alex has been consistently missing sales targets due to poor client follow-up routines and inefficient lead-generation processes.
Expectations:

• Achieve a 15% increase in sales figures by the end of the next quarter.
• Enhance lead generation efforts, aiming for a 25% improvement.
• Improve the quality and frequency of client follow-ups to ensure better client engagement and satisfaction.

Action Items:

1. Sales Training: Alex is required to participate in an advanced sales training workshop by March 15, 2024, focusing on innovative lead generation techniques and effective client follow-up strategies.
2. CRM Utilization: Implement the use of a new Customer Relationship Management (CRM) software to better organize and monitor client interactions, ensuring no follow-up is missed.
3. Weekly Reporting: Alex must submit detailed weekly reports outlining the number of new leads generated and the status of client follow-ups. This will be reviewed by the sales manager to provide targeted feedback.
4. Mentorship Program: Pair Alex with a top-performing sales mentor within the company to provide guidance, share best practices, and offer feedback on improving sales techniques.

Timeline:

• Immediate: Assign a mentor and enroll in the sales training workshop.
• Weekly: Submission of lead generation and follow-up reports for review.
• Monthly Review: Evaluate progress with the sales manager and mentor to adjust strategies as needed.
• Quarterly Review: Final assessment to determine if the sales increase and lead generation targets have been met.

Setting employee development goals in Microsoft Teams & Outlook

When you create your performance improvement plans based on these PIP examples, it is important that you integrate these plans into your everyday goal-setting practices.

That is why you might need goal-setting software that lets you set development goals without leaving your main communication platform.

While we have put together lists of some of the best goal-setting tools for employee development plans right here: Top Free OKR Software. If your organization uses Microsoft Teams or Outlook daily then the best option would be Teamflect.

Teamflect allows you to set development goals without having to leave Outlook or Teams and integrate those goals with any and every performance review you conduct.

2. Detailed Performance Improvement Plan Example For HR

Scenario: Brenda Lee, an HR Manager, has been struggling with managing the recruitment process efficiently. This has led to longer vacancy periods and growing dissatisfaction among departments due to delayed staffing.

Employee: Brenda Lee
Job Title: HR Manager
Date: February 2, 2024
Performance Issues: Brenda’s current recruitment strategies have resulted in extended hiring timelines, causing significant delays in filling critical roles within the company.
Expectations:

• Decrease the average time to fill open positions by 30% within the next quarter.
• Achieve a department satisfaction rate of 80% or higher regarding the recruitment process efficiency and effectiveness.

Action Items:

1. Recruitment Process Optimization: Conduct a comprehensive review and optimization of the existing recruitment workflows by February 15, 2024, identifying bottlenecks and areas for improvement.
2. Recruitment Tracking System: Implement a sophisticated recruitment tracking system by March 1, 2024, to enhance visibility and management of the entire recruitment cycle.
3. Departmental Collaboration: Initiate bi-weekly collaboration meetings with department heads to better understand their staffing needs, gather feedback on the recruitment process, and adjust strategies accordingly.
4. Professional Development: Attend an advanced recruitment strategies workshop by March 31, 2024, to stay updated with the latest trends and techniques in talent acquisition.

Timeline:

• Immediate: Begin the review of current recruitment processes.
• Bi-weekly: Host meetings with department heads for updates and feedback.
• One Month: Complete the implementation of a new recruitment tracking system.
• Three Months: Achieve a reduction in the average time to fill positions and improve department satisfaction scores.

3. Detailed PIP Example For Customer Success

Scenario: Carlos Smith, a Customer Success Manager, has received consistent negative feedback regarding the lack of timely support and effective resolution of customer issues, impacting customer satisfaction negatively.

Employee: Carlos Smith
Job Title: Customer Success Manager
Date: February 2, 2024
Performance Issues: The primary issue is the delayed response and resolution times for customer queries and problems, leading to a dip in customer satisfaction ratings.
Expectations:

• Elevate customer satisfaction scores by 20% over the next quarter.
• Cut down the average resolution time by 25%, ensuring faster and more effective support.

Action Items:

1. Customer Service Training: Carlos must complete a course on advanced customer service skills and problem-solving by February 28, 2024, to enhance his ability to efficiently handle and resolve customer issues.
2. Feedback System Implementation: A new, real-time customer feedback system should be introduced to promptly capture and address customer concerns and issues.
3. Weekly Review Meetings: Establish a routine of weekly meetings to discuss ongoing customer issues, resolutions, and improvements in customer service practices.
4. Communication Enhancement: Increase the regularity of proactive communications with customers, especially those with unresolved issues, to keep them informed of progress and solutions.

Timeline:

• Immediate: Enrollment in the customer service course.
• Two Weeks: Implementation of the customer feedback system.
• Weekly: Conduct meetings to review customer service issues and improvements.
• Quarterly Review: Assessment of customer satisfaction improvement and reduction in issue resolution times.

4. Detailed Sample PIP For Project Management

Scenario: Derek Wong, a Project Manager, has faced issues with meeting project deadlines, causing client dissatisfaction and additional costs due to project delays. This has been causing the entire project management process to stagnate and fall behind.

Employee: Derek Wong
Job Title: Project Manager
Date: February 2, 2024
Performance Issues: Repeated inability to deliver projects on time, leading to client frustration and financial losses for the company due to extended project timelines.
Expectations:

• Guarantee the on-time completion of the next three projects.
• Achieve a 40% reduction in project delivery delays within the next six months.

Action Items:

1. Project Management Training: Derek should attend a specialized workshop on time management and efficient project planning by February 20, 2024.
2. Project Management Tool: Implement the use of a state-of-the-art project management tool to improve task tracking, team collaboration, and deadline adherence.
3. Weekly Status Meetings: Initiate weekly status meetings with project teams and stakeholders to ensure all parties are aligned and aware of project progress and any potential roadblocks.
4. Risk Management Planning: Each project must have a tailored risk management plan to identify potential issues early and develop mitigation strategies.

Timeline:

• Immediate: Enroll in the project management workshop and select a project management tool.
• Weekly: Conduct project status meetings.
• Project Initiation: Develop and implement a risk management plan for each new project.
• Project Completion: Evaluate the on-time delivery and efficiency of project completion.

5. Detailed Sample Performance Improvement Plan For Leadership

Scenario: Emma Torres, a Department Head, has been facing challenges with maintaining high team morale and productivity. The root causes have been identified as ineffective communication and unclear direction.

Employee: Emma Torres
Job Title: Department Head
Date: February 2, 2024
Performance Issues: The lack of clear communication and direction has resulted in decreased team morale and lowered productivity levels within the department.
Expectations:

• Enhance overall team morale and boost productivity by 20% over the next quarter.
• Improve communication clarity and frequency to ensure all team members are aligned and motivated.

Action Items:

1. Leadership Development Program: Emma is to participate in a leadership development program focusing on effective communication, motivation techniques, and team building by March 1, 2024.
2. Regular Team Meetings: Implement a schedule of regular team meetings for project updates, feedback exchange, and transparent communication of department goals and challenges.
3. Goal Setting: Develop and communicate clear, measurable goals for each team member, providing a clear direction and expectations.
4. Open-Door Policy: Foster a culture of openness by encouraging team members to share their challenges, suggestions, and feedback directly with Emma.

Timeline:

• Immediate: Enrollment in the leadership development program.
• Bi-weekly: Hold regular team meetings to foster communication and alignment.
• Monthly: Review and adjust individual and team goals as necessary.
• Quarterly Review: Assess improvements in team morale and productivity metrics.

Frequently Asked Questions About Performance Improvement Plans