Performance Improvement Plan builder
Turn "they're underperforming" into a clear, defensible PIP. Free.
Full HR paper trail, done right
The Compliance Pack bundles the PIP, warning-letter templates, and the termination + final-pay checklist — the full defensible paper trail from first warning to lawful exit.
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Bambee gives small businesses a dedicated HR manager to run PIPs, terminations, and compliance correctly.
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How to write a PIP (the 6 parts)
- State the performance gapDescribe the specific, observable gap between expected and actual performance — with examples and dates. Avoid vague adjectives.
- Set SMART goalsDefine Specific, Measurable, Achievable, Relevant, Time-bound targets the employee must hit.
- Define support & resourcesList the training, tools, or coaching you'll provide. A PIP is a two-way commitment — this protects you legally too.
- Set the timeline & check-insTypically 30/60/90 days with scheduled check-in dates and who attends.
- State the consequencesBe clear about what happens if goals are or aren't met — including possible termination — in neutral language.
- Sign & documentBoth manager and employee sign (signing acknowledges receipt, not agreement). Keep a copy.
PIP guides
Everything on performance improvement plans — for managers writing one and employees facing one.
What is a PIP?
Meaning, purpose, and whether it's as serious as it feels.
PIP template
The standard sections, free to copy — plus the builder.
PIP examples
Three worked samples: sales, customer service, attendance.
Does a PIP mean you're fired?
What it really signals, and how to read yours.
Resign or take the PIP?
A clear-eyed framework for the hardest call.
PIP: common questions
What is a Performance Improvement Plan?
A PIP is a formal document that identifies specific performance problems, sets measurable goals and a timeline to fix them, and defines the support provided and the consequences if goals aren't met.
How long should a PIP be?
Most PIPs run 30, 60, or 90 days with scheduled check-ins. The length should be long enough to fairly demonstrate improvement in the specific role.
Does a PIP mean I'm being fired?
Not necessarily — a genuine PIP is a chance to improve. But it also documents that the employee was given a fair opportunity, which supports a lawful termination if goals aren't met.
Do I need HR to run a PIP?
No, but you must be consistent and factual. Small businesses without HR are most at risk of an unfair-process claim — a structured template and, if needed, an HR-compliance service reduce that risk.