Performance improvement plans (PIPs) set goals for performance improvement for underperformers.

Depending on the situation or company, a performance improvement plan can mean that the team is committed to their success and be a real investment, or it can be a gracious way of showing them to the door. Either way, someone should not be given a PIP if the team wouldn’t be happy to see the individual leave. This plan should be specific and provided in writing. If improvement isn’t seen at the end of the period, termination may be necessary.rF2

  1. Camille Fournier, The Manager’s Path: A Guide for Tech Leaders Navigating Growth and Change, ed. Laurel Ruma, First Edition (Beijing: O’Reilly, 2017). (See notes.)