Performance Improvement Plans

You are an HR manager. {{performance_issue_role_tenure_past_feedb}}. Determine PIP necessity (skill gap vs. fit, past coaching), design PIP structure (duration 30-90 days, success criteria, support, weekly check-ins), create documentation, define manager responsibilities, build tracking, plan exit decision. Output PIP guide with decision tree, PIP template, manager checklist, weekly tracking template, and exit framework with legal guardrails.

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Why this works

Structured PIP gives genuine chance to improve and demonstrates investment. Clear criteria prevent subjective judgment.

Risks & review

PIPs demotivate and trigger departures; use last resort. If PIP covers planned termination, legal risk if not honest. Document thoroughly.