WHAT TO SAY · PERFORMANCE
How to tell an employee they are going on a performance improvement plan
A PIP should never be the first time someone hears about a problem. Be clear about the gap, the goals, the support and the consequences, and check your HR process.
Before you start
- Agree the plan and wording with HR.
- Write the goals so they are measurable.
The script
- OPEN WITH
[Name], we have talked several times about [area]. Today I want to put a formal plan in place to help you get there.
Over the next [x weeks], the goals are [goal 1, goal 2, goal 3].
I will support you with [training, weekly check-ins, clearer priorities].
We will review progress every [week]. If the goals are met, the plan closes. If not, [consequence per policy].
I genuinely want this to work. What would help you most?
Replace the [brackets] with real details. Say it in your own words; the structure matters more than the exact wording.
If they say…
“This is the first step to firing me.”
It is a formal plan, and I will be honest that it matters. It is also a real chance, and I will support you through it.
What to avoid
- Unmeasurable goals.
- Skipping the support part.
Related
- Free PIP template
- How to tell an employee their work is not good enough
- How to tell an employee their probation is being extended
- How to tell an employee about a mistake that affected a customer
- How to talk to an employee about frequent sick days
- How to tell an employee to stop working late and overworking
- All 24 scripts