Best examples of communication skills improvement plan examples for 2024

Real-world examples of communication skills improvement plan examples

Let’s start where most people want to start: with real examples. Not theory, not buzzwords — just what an actual communication skills improvement plan looks like on paper.

Below are several examples of communication skills improvement plan examples you can adapt. Each one includes:

• The problem or feedback
• A clear goal
• Specific actions
• How success will be measured
• A realistic timeline

Think of these as templates you can copy, tweak, and use immediately.

Example of a plan for unclear written communication

Feedback: Emails and written updates are often long, confusing, or missing key details. Team members regularly ask for clarification.

Goal (60–90 days): Write concise, structured emails and project updates that require no more than one clarification per week from the core project team.

Actions:

Instead of just saying “write better emails,” this plan builds habits. The employee and manager agree that every email to more than three people will:

• Start with a one-sentence summary: purpose, decision needed, or key update.
• Use short paragraphs and bullet points for steps, deadlines, and owners.
• Highlight decisions and due dates in bold.
• Follow a simple template for status updates: Context → Current status → Risks → Next steps.

To support this, the employee will:

• Complete a short business writing course (for example, a free or low-cost option from a major university on platforms like edX, which hosts courses from schools such as Harvard University).
• Ask their manager to review one important email per week and give feedback on clarity and structure.
• Set aside 5 minutes before sending any critical email to reread it and remove unnecessary words.

Measurement:

• Track how many clarification questions come in about key emails each week.
• Manager reviews three recent emails every month and scores them on clarity from 1–5.
• Aim to reach an average clarity score of 4 or higher by the end of the plan.

This is one of the best examples of turning vague feedback into a concrete communication skills improvement plan that can be measured and coached.

Example of a plan for speaking up in meetings

Feedback: Rarely contributes in meetings, even when they have relevant information. Stakeholders feel out of the loop.

Goal (60 days): Contribute at least once in every recurring team meeting and present a short update in at least two cross-functional meetings per month.

Actions:

The improvement plan focuses on preparation and small, repeatable moves:

• Before each recurring meeting, spend 10 minutes preparing: write down one update, one question, and one risk or concern.
• Coordinate with the meeting organizer in advance to reserve 3–5 minutes on the agenda for a brief update.
• Practice saying updates out loud before the meeting to build confidence.
• Use a simple structure for verbal updates: What happened → Why it matters → What’s next.
• Attend a company or external workshop/webinar on presentation skills or public speaking (for instance, programs referenced by organizations like the National Institute of Mental Health if anxiety is a factor).

Measurement:

• Track how many meetings per week include at least one contribution.
• Manager observes or asks for feedback from meeting organizers twice during the plan.
• Self-assessment every two weeks on confidence level from 1–5, aiming to increase by at least one point.

This example of a communication skills improvement plan is especially helpful for employees who are knowledgeable but quiet or anxious about speaking.

Example of a plan for difficult or harsh tone

Feedback: Colleagues report that the employee’s tone in emails and discussions can feel blunt, dismissive, or harsh, even when that’s not the intent.

Goal (90 days): Reduce interpersonal complaints related to tone to zero and consistently use neutral, professional language in written and verbal communication.

Actions:

This plan focuses on awareness and rewrites, not personality change:

• Use a short “tone checklist” before sending emails: Is this respectful? Is there a greeting? Is the request clear but not demanding? Is there unnecessary blame?
• Replace phrases like “You didn’t…” with neutral descriptions like “The report wasn’t submitted by the deadline; let’s agree on a new timeline.”
• In live conversations, practice pausing for two seconds before responding when frustrated.
• Ask one trusted peer and the manager to give real-time feedback when tone feels sharp or dismissive.
• If feedback suggests chronic stress or burnout, encourage use of employee assistance programs (EAPs) or mental health resources; organizations like the CDC offer guidance on workplace mental health.

Measurement:

• HR or manager tracks any formal or informal complaints about tone.
• Peer and manager provide feedback every 30 days using a simple scale: tone rarely/sometimes/often feels harsh.
• Aim to move from “often” to “rarely” by the end of the plan.

Among the best examples of communication skills improvement plan examples, this one is particularly helpful for technically strong employees whose style is unintentionally creating conflict.

Example of a plan for cross-functional communication and alignment

Feedback: Other teams frequently say they “didn’t know” about changes, timelines, or decisions. Work has to be redone due to misalignment.

Goal (90 days): Ensure all impacted teams receive clear, timely updates on major project changes, reducing rework or surprise escalations by at least 50%.

Actions:

Instead of just saying “loop people in,” the plan defines how and when:

• Create and maintain a stakeholder list for each project, including names, roles, and preferred communication channels.
• Send a weekly summary update to all stakeholders covering status, changes, risks, and upcoming milestones.
• For significant scope or timeline changes, schedule a brief 15–20 minute sync with key stakeholders within 24–48 hours.
• Document decisions in a shared space (project management tool, shared drive, or collaboration platform) and link to it in updates.
• Ask stakeholders twice during the plan whether they feel informed on a 1–5 scale.

Measurement:

• Track number of rework incidents tied to “we didn’t know” or miscommunication.
• Stakeholder survey results mid-plan and at the end.
• Manager reviews two weekly updates per month for clarity and completeness.

In many organizations, this is one of the most valuable examples of communication skills improvement plan examples because it directly affects project success and costs.

Example of a plan for remote and hybrid communication (2024–2025 reality)

With remote and hybrid work now standard in many industries, communication problems often show up as missed messages, confusion across time zones, or overreliance on chat tools.

Feedback: Colleagues say it’s hard to reach the employee, they miss messages in digital tools, and updates are scattered across email, chat, and documents.

Goal (60–90 days): Respond to all direct messages and emails within agreed response times and centralize key decisions and updates in the team’s primary collaboration tools.

Actions:

This plan focuses on habits and channels:

• Agree on expected response times with the manager (for example, same business day for email, two business hours for direct chat messages during working hours).
• Set specific times in the day to check and respond to email and chat instead of reacting constantly.
• Use status indicators (available, in a meeting, deep work) and keep them accurate.
• Document important decisions in the team’s main tool (for example, project board or shared document) instead of only in chat.
• Attend a short internal training or watch a recorded session on digital collaboration best practices; many HR and learning teams now reference research from organizations like SHRM or academic centers on remote work.

Measurement:

• Manager or peer spot-checks response times weekly.
• Track missed or delayed responses that cause project impact.
• Survey teammates after 60 days about whether communication feels more predictable and organized.

This is one of the best examples of communication skills improvement plan examples aligned with 2024–2025 trends, where digital communication is often more important than in-person conversations.

Example of a plan for active listening and interrupting

Feedback: Frequently interrupts others, finishes their sentences, or moves on before they’ve finished speaking. Team members feel unheard.

Goal (60 days): Demonstrate consistent active listening behaviors in meetings, with a noticeable reduction in interruptions and increased feedback that teammates feel heard.

Actions:

The plan makes listening a visible skill:

• In meetings, keep a notepad to jot down thoughts instead of jumping in immediately.
• Wait until the other person has fully finished speaking, then pause, then respond.
• Use simple active listening phrases: “What I’m hearing is…”, “So you’re saying…”, “Did I get that right?”
• Ask at least one clarifying question before offering a solution in complex discussions.
• If this behavior is linked to attention or impulse-control challenges, consider discussing with a healthcare provider; organizations like NIH and Mayo Clinic offer evidence-based information on attention and communication.

Measurement:

• Manager or peer observes two to three meetings and notes number of interruptions.
• Colleagues provide anonymous feedback at the start and end of the plan about whether they feel listened to.
• Aim for a clear reduction in reported interruptions and an increase in “I feel heard” responses.

This example of a communication skills improvement plan is especially useful for high-energy, fast-thinking employees whose good intentions are overshadowed by poor listening habits.

How to build your own communication skills improvement plan from these examples

The best examples of communication skills improvement plan examples all share a common structure. You can reuse that structure for any communication issue:

Start with a specific behavior, not a label.

Instead of “bad communicator,” describe what actually happens:

• “Sends long emails without clear action items.”
• “Interrupts others during meetings.”
• “Doesn’t share updates with stakeholders until late in the project.”

Turn that behavior into a measurable goal.

Good goals sound like:

• “Reduce clarification emails about my updates to no more than one per week.”
• “Contribute at least once in every team meeting.”
• “Share a weekly update with all project stakeholders.”

Add 3–5 specific actions.

Actions should be things you can see or schedule: using a template, attending a course, asking for feedback, or setting a reminder.

Decide how you’ll measure success.

Examples include:

• Fewer complaints or escalations.
• Fewer clarification questions.
• Feedback scores from peers or stakeholders.
• Manager ratings before and after the plan.

Set a realistic timeline.

Most communication skills improvement plans run 60–90 days. That’s long enough to build new habits but short enough to feel urgent.

If you use these steps and the real examples of communication skills improvement plan examples above, you can create a tailored plan for almost any communication challenge.

2024–2025 trends to consider when writing communication plans

Communication at work in 2024–2025 looks different than it did even five years ago. When you design or review communication skills improvement plans, it helps to account for:

• Remote and hybrid norms: Many teams are permanently distributed. Plans should address tools (video, chat, project boards) and expectations for response times.
• Information overload: Employees are drowning in notifications. Improvement plans that focus on clarity, brevity, and channel discipline are more valuable than ever.
• Psychological safety: People are more aware of how tone, inclusion, and respect affect mental health and retention. Plans that improve listening, empathy, and respectful disagreement align with this shift.
• Data-driven performance: HR teams increasingly expect measurable outcomes. That’s why the best examples of communication skills improvement plan examples always include specific metrics, not just intentions.

Research from major organizations and universities continues to highlight how communication quality affects engagement, burnout, and productivity. For instance, workplace mental health guidance from the CDC and leadership research from institutions like Harvard University both emphasize clear, respectful communication as a core driver of performance and well-being.

FAQ: Communication skills improvement plan examples

What are some real examples of communication skills improvement plan examples I can copy?
The examples in this guide cover unclear writing, speaking up in meetings, harsh tone, cross-functional alignment, remote communication habits, and active listening. You can copy the structure: define the behavior, set a measurable goal (like contributing once per meeting or reducing clarification emails), list 3–5 specific actions, and choose metrics such as feedback scores or complaint counts.

Can you give an example of a simple communication improvement goal for a PIP?
A simple example of a goal is: “Over the next 60 days, provide a clear, one-paragraph written summary for all major project updates, resulting in no more than one clarification request per week from the project team.” It’s specific, measurable, and tied to a behavior you can coach.

How long should a communication skills improvement plan last?
Most organizations use 60–90 days for communication skills improvement plans. That window is long enough to practice new habits (like structured emails or active listening) and gather feedback, but short enough to keep focus and urgency.

Are communication plans only for people in formal Performance Improvement Plans (PIPs)?
Not at all. Many high performers use similar plans informally to sharpen leadership skills, prepare for promotions, or adapt to new roles. The same examples of communication skills improvement plan examples work well for development plans, not just formal PIPs.

How do I know if the plan is working?
Look for fewer misunderstandings, fewer complaints, and more positive feedback. Ask your manager, peers, or stakeholders to rate your communication before and after the plan. If metrics like clarification emails, missed updates, or tone complaints are going down, the plan is doing its job.