Performance improvement plan examples
Three worked PIP examples for common roles. Each shows the specific gap, a SMART goal, real support, a timeline, and consequences — the parts that make a plan fair and defensible. Copy the structure, then swap in your own details.
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Example 1: Sales representative
| Performance gap | Closed 3 of 12 target deals in Q2 vs the team average of 8, and missed 4 CRM update deadlines. |
|---|---|
| SMART goal | Close at least 8 qualified deals and log every CRM update within 24 hours, sustained for 60 days. |
| Support provided | Weekly 1:1 coaching, CRM refresher training, and two shadowing sessions with the top rep. |
| Timeline | 60 days, with check-ins at the 1/3 and 2/3 marks and a final review |
| Consequences | If the goal is met, the plan is completed successfully. If it isn't met by the end of the period, further action up to and including termination may result. |
Example 2: Customer service agent
| Performance gap | Average CSAT of 71% vs the 90% target over the last two months, with 3 escalations for tone. |
|---|---|
| SMART goal | Reach and hold a CSAT of 90%+ with zero tone-related escalations across a full review period. |
| Support provided | De-escalation training, call reviews twice weekly, and a scripted-response library. |
| Timeline | 30 days, with check-ins at the 1/3 and 2/3 marks and a final review |
| Consequences | If the goal is met, the plan is completed successfully. If it isn't met by the end of the period, further action up to and including termination may result. |
Example 3: Warehouse associate
| Performance gap | Late arrival on 9 of the last 20 shifts and 2 unexcused absences, disrupting the pick schedule. |
|---|---|
| SMART goal | Arrive on time for every scheduled shift with no unexcused absences for the review period. |
| Support provided | A written schedule, a same-day notice procedure, and a mid-point attendance review. |
| Timeline | 90 days, with check-ins at the 1/3 and 2/3 marks and a final review |
| Consequences | If the goal is met, the plan is completed successfully. If it isn't met by the end of the period, further action up to and including termination may result. |
Notice what every example has in common: numbers, not adjectives. "Improve your attitude" is not a PIP goal — "reach 90% CSAT with zero tone escalations" is.
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PIP examples: FAQ
What is an example of a performance improvement plan?
A good PIP example names a specific gap (e.g. "closed 3 of 12 deals vs team average of 8"), a SMART goal ("close 8+ deals in 60 days"), the support provided, a timeline with check-ins, and the consequences. Vague plans ("improve attitude") are the ones that fail and get challenged.
Does a PIP usually lead to termination?
It varies by employer and how the PIP is written. A fair PIP with realistic goals and real support often ends in improvement; an unrealistic one is more likely to end in exit. The examples above are written to be genuinely achievable.
How do I write a PIP from an example?
Copy the structure, not the words: swap in your employee's specific gap, a measurable goal, the support you can actually provide, and a fair timeline. The free builder does this for you.