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How this fits into the Performance & Development Framework: A PIP is the formal step taken after less formal coaching has not closed a performance gap. Before reaching for a PIP, work through the Soft Skills Framework and the Not yet — and here's how page to make expectations specific and the development path concrete. Persistent gaps can also surface through the Leveling Approach guardrails or the annual Performance Review. For the rules on when and how a PIP can be opened (triggers, sign-off, frequency, exit), see the PIP Governance & Guardrails SOP.
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To give team members who are not meeting expectations a structured opportunity to improve performance before termination is considered.
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Exception: Serious misconduct (dishonesty, harassment, confidentiality breach, material risk) does not go through PIP. See the fast-track path in the PIP Governance & Guardrails SOP.
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| Step | Action | Description |
|---|---|---|
| 1. Identification | Circle lead flags performance concerns | Document examples and evidence of poor performance. |
| 2. Feedback Call (Verbal) | Coaching conversation | Discuss the issue, expectations, and potential consequences. Follow up with a written summary. |
| 3. PIP Launch | Written performance plan | If issues persist, the team member enters a formal PIP period (typically 30–90 days). |
| 4. Monitoring & Check-ins | Weekly or biweekly reviews | Circle leads tracks progress, provides feedback, and documents each meeting. |
| 5. Evaluation & Outcome | End-of-period review | Decide whether to: (a) confirm improvement and continue employment, (b) extend PIP once, or (c) proceed with termination. |
Performance Improvement Plan (PIP) template