Real‑world examples of performance improvement plan examples that actually work

Why examples of performance improvement plan examples matter in 2024–2025

A lot of managers open a blank document, type “Performance Improvement Plan,” and then freeze. That’s exactly why solid, real examples of performance improvement plan examples are so helpful. They give you a structure, a tone, and clear language so you’re not guessing your way through a sensitive process.

In 2024–2025, PIPs are shifting away from “paper trail for termination” and toward “structured coaching plan.” With hybrid work, burnout, and constant tech change, performance problems are often about unclear expectations, outdated skills, or workload overload—not laziness. Research from organizations like the Society for Human Resource Management shows that employees are far more likely to improve when expectations are specific, measurable, and time-bound, and when they feel supported instead of ambushed.

That’s exactly what the best examples of performance improvement plan examples have in common:

• Clear, observable behaviors instead of vague labels like “bad attitude.”
• Measurable goals with dates, not fuzzy promises to “do better.”
• Regular check‑ins and coaching, not a single scary meeting.
• A fair, written record of what success looks like.

Let’s walk through detailed scenarios so you can see how this looks in real life.

Example of a performance improvement plan for a sales rep missing quota

This is one of the most common situations managers face, so it’s a great place to start when looking for examples of performance improvement plan examples.

Scenario:
Jordan is a mid‑level sales representative who has missed quota for three consecutive quarters. Their close rate is lower than the team average, and they’re not logging activities consistently in the CRM.

Key performance issues (written clearly):

• Has achieved 65–72% of quarterly sales quota for the past three quarters.
• Logs an average of 10 prospecting calls per week, while team standard is 25.
• CRM entries are often incomplete or missing, making pipeline forecasting unreliable.

Sample PIP language:

Goal 1: Increase sales activity volume
By the end of the 60‑day PIP period, Jordan will complete and log a minimum of 25 outbound prospecting calls and 10 follow‑up emails per week in the CRM. Activity will be reviewed weekly during 1:1 meetings.

Goal 2: Improve close rate
By the end of the PIP, Jordan will achieve a minimum close rate of 18% on qualified opportunities (current team average: 20%). Progress will be tracked using the CRM dashboard.

Goal 3: CRM accuracy
100% of active opportunities will have updated stages, next steps, and expected close dates entered in the CRM by Friday 4:00 p.m. each week.

Support provided:

• Shadow two top performers’ discovery calls per week for the first three weeks.
• Attend a refresher training on solution‑based selling.
• Manager will review call recordings and provide written feedback twice per week for the first month.

This example of a performance improvement plan shows three things very clearly: the problem, the target behavior, and the support. It’s not just “hit quota or else”; it’s, “Here’s how we’ll help you get there, step by step.”

Example of a performance improvement plan for missed deadlines and project slippage

The next of our real examples of performance improvement plan examples focuses on time management and reliability.

Scenario:
Priya is a project coordinator on a software team. Over the last four months, she has missed several key internal deadlines, causing delays for developers and QA. Stakeholders report that updates are late or incomplete.

Performance issues:

• Three out of the last five sprint planning documents were delivered 24–72 hours late.
• Weekly status reports have been skipped or sent after Monday noon for four of the last eight weeks.
• Team members report confusion about task ownership due to incomplete documentation.

Sample PIP language:

Goal 1: On‑time delivery of core documents
For the next 60 days, Priya will deliver sprint planning documents by Friday 3:00 p.m. prior to the start of each sprint, and weekly status reports by Monday 10:00 a.m. There should be no more than one late submission during the PIP period.

Goal 2: Improve task clarity
All sprint planning documents will include clear owners, due dates, and dependencies for each task. During the PIP, no more than one clarification request per sprint should be due to missing ownership or dates.

Goal 3: Communication when deadlines are at risk
If a deadline is at risk, Priya will notify affected stakeholders at least 24 hours in advance, propose a new realistic due date, and document the change in the project tracker.

Support provided:

• Training on time‑blocking and workload management with HR’s learning team.
• A weekly 30‑minute check‑in with the manager to review workload and priorities.
• Access to a project management mentor for the 60‑day period.

This example of a performance improvement plan example is especially relevant in hybrid teams, where missed deadlines can ripple across time zones. Notice how it focuses on behaviors (documents, times, notifications) instead of labeling Priya as “unorganized.”

Best examples of performance improvement plan examples for communication and teamwork

Not every performance problem is about numbers. Sometimes the issue is how someone interacts with others. The best examples of performance improvement plan examples tackle behavior without turning it into a personal attack.

Scenario:
Alex is a senior engineer whose technical work is strong, but multiple colleagues have reported that Alex dismisses others’ ideas in meetings and responds curtly in chat. A recent engagement survey flagged team communication as a concern.

Performance issues:

• In three cross‑functional meetings, Alex interrupted peers and dismissed suggestions without explanation.
• Two teammates have raised concerns about short, abrupt Slack messages that feel disrespectful.
• Product managers report that Alex often ignores questions for 2–3 days.

Sample PIP language:

Goal 1: Meeting participation
During the 45‑day PIP, Alex will demonstrate respectful participation in all cross‑functional meetings by: waiting their turn to speak, acknowledging others’ input before disagreeing, and using neutral, non‑personal language. Manager will gather feedback from at least three meeting participants after each weekly product sync.

Goal 2: Response times
Alex will respond to direct questions from teammates and product managers within one business day, even if the response is to acknowledge the question and provide an estimated time for a full answer.

Goal 3: Professional written tone
Written communication in email and Slack will be professional and constructive. During the PIP, there should be no additional complaints about disrespectful tone. Alex will attend a workshop on effective workplace communication and review HR’s code of conduct.

Support provided:

• Enrollment in a communication skills course through the company’s learning platform.
• Biweekly coaching with the manager to review specific messages and meeting behaviors.
• Access to an employee assistance program (EAP) for stress management support, if desired.

If you’re looking for examples of performance improvement plan examples that address soft skills, this scenario shows how to be specific without shaming. It also reflects a 2024–2025 trend: organizations are taking psychological safety and respectful communication more seriously, often backed by training and EAP resources. The U.S. Office of Personnel Management has guidance on behavior‑based performance standards that can help you shape similar language.

Real examples of performance improvement plan examples for remote and hybrid workers

Remote and hybrid work has changed how performance shows up. It’s easier for problems like disengagement, poor availability, or lack of documentation to slip by until they become big headaches. That’s why real examples of performance improvement plan examples for remote roles need to explicitly address visibility and communication.

Scenario:
Morgan is a remote customer support specialist. Response times have slowed, tickets are left in limbo, and managers struggle to reach Morgan during scheduled shifts.

Performance issues:

• Average first‑response time has increased from 12 minutes to 35 minutes over the last two months.
• 15% of tickets in Morgan’s queue remain open after 48 hours, compared to a team average of 5%.
• Three instances in the last month where Morgan was unreachable for more than 30 minutes during scheduled shift without prior notice.

Sample PIP language:

Goal 1: Response time
Within 30 days, Morgan will reduce average first‑response time to under 15 minutes during scheduled shifts. This will be measured using the help desk platform’s analytics.

Goal 2: Ticket resolution
No more than 5% of Morgan’s tickets will remain open after 48 hours, unless they are documented as pending customer response or escalated. All tickets older than 48 hours will include a clear internal note with next steps.

Goal 3: Availability and check‑ins
Morgan will be online and reachable in chat during scheduled working hours, with any breaks over 15 minutes noted in the status message. If an absence or late start is expected, Morgan will notify the manager at least one hour in advance when possible.

Support provided:

• Review of home office setup and workload to identify obstacles (internet reliability, schedule, time zones).
• Optional referral to wellness resources through the company’s benefits program, as burnout can affect response times. The Centers for Disease Control and Prevention offers guidance on workplace health that can help frame this conversation.
• Weekly 1:1 to review metrics and adjust targets if needed.

This example of a performance improvement plan example recognizes that remote performance issues may have roots in environment, health, or workload—not just motivation. The plan addresses expectations while offering real support.

Example of a performance improvement plan for quality and accuracy issues

Sometimes the problem isn’t speed or attitude; it’s accuracy. Here’s another of our best examples of performance improvement plan examples, focused on quality.

Scenario:
Luis is a payroll specialist. Over the last three payroll cycles, multiple errors have been found: miscalculated overtime, missed benefit deductions, and incorrect tax withholdings.

Performance issues:

• Error rate of 4–6% in payroll runs, compared to department standard of under 1%.
• Inconsistent use of the payroll checklist; several steps left blank or completed after processing.
• Delayed responses to HR inquiries about corrections.

Sample PIP language:

Goal 1: Reduce error rate
Over the next three payroll cycles, Luis will reduce payroll errors to under 1%. All errors and corrections will be tracked in a shared log for review.

Goal 2: Checklist compliance
Luis will complete the standardized payroll checklist in full before each payroll submission. Manager will spot‑check at least 10% of entries.

Goal 3: Timely issue resolution
Luis will respond to HR inquiries about payroll corrections within one business day and complete corrections within three business days, unless a different timeline is agreed upon in writing.

Support provided:

• Refresher training on payroll system and tax rules, including any 2024–2025 regulatory updates. The Internal Revenue Service website can be used as a reference for current employment tax requirements.
• Temporary peer review of calculations for the first two payroll cycles during the PIP.
• Time with HR to review workload and confirm that deadlines and volume are realistic.

This is a good example of a performance improvement plan example where the stakes are high: payroll errors affect people’s lives. The plan is firm about standards but still structured to help Luis succeed.

Example of a performance improvement plan for underperforming new managers

A final scenario rounds out our collection of real examples of performance improvement plan examples: a new manager who is struggling.

Scenario:
Taylor (different Taylor!) was promoted from individual contributor to team lead six months ago. Engagement scores on their team have dropped, and turnover risk is rising. Feedback suggests Taylor avoids tough conversations and gives confusing direction.

Performance issues:

• Three team members report unclear priorities and frequent changes in direction.
• One high performer has requested a transfer, citing lack of feedback and support.
• Project milestones are consistently met late due to rework and misalignment.

Sample PIP language:

Goal 1: Clarify priorities
Within 30 days, Taylor will implement a weekly planning routine: sending a written priorities list to the team every Monday by 11:00 a.m., outlining top 3–5 goals, owners, and deadlines.

Goal 2: Provide regular feedback
Taylor will hold monthly 1:1s with each direct report during the 60‑day PIP, documenting at least one specific piece of positive feedback and one area for improvement in each meeting.

Goal 3: Improve engagement signals
Taylor will partner with HR to create a simple pulse survey or feedback mechanism and will review results with the team by the end of the PIP period, co‑creating at least two concrete improvements.

Support provided:

• Enrollment in a foundational management skills program (goal‑setting, feedback, coaching). Many universities, such as Harvard Business School Online, offer leadership courses that can inform internal training.
• Biweekly coaching sessions with Taylor’s manager to role‑play feedback conversations.
• Access to HR for support in handling any complex performance or conflict issues.

This example of a performance improvement plan example shows that PIPs aren’t just for struggling frontline employees. They can also be a structured way to rescue a promotion that’s wobbling but still salvageable.

How to adapt these examples of performance improvement plan examples to your situation

You don’t need to copy any of these real examples word‑for‑word. In fact, you shouldn’t. Every role, company, and culture is different. Instead, treat these as templates and ask yourself a few grounding questions:

• What exactly is happening that I can see or measure? Replace labels like “unprofessional” with behaviors: missed calls, late reports, raised voices, incomplete documentation.
• What does success look like in 30–90 days? Use numbers, dates, and specific behaviors. “Respond within one business day,” “error rate under 1%,” “no more than one missed deadline,” and so on.
• What support will we actually provide? Training, mentorship, tools, workload adjustments, and mental health resources all matter. A PIP with no support is just a warning letter in disguise.
• How will we check in? Put check‑in meetings, mid‑point reviews, and final evaluations on the calendar.

When you build your own plan, it can help to structure it in four short sections:

• Background and summary of concerns
• Specific goals and metrics
• Support and resources
• Timeline, check‑ins, and potential outcomes

If you keep those four pieces visible, your version will naturally resemble the best examples of performance improvement plan examples you’ve seen here—clear, fair, and focused on improvement.

FAQ: Common questions about performance improvement plan examples

Q: Can you give a quick example of a performance improvement plan for attendance?
Yes. A simple example of an attendance‑focused PIP might say: “Over the next 30 days, employee will arrive by 9:00 a.m. for all scheduled shifts, with no more than one unscheduled late arrival. Any absence must be reported to the manager at least one hour before shift start when possible. Employee will meet weekly with manager to review attendance records.” You would add support, such as discussing transportation challenges or medical needs and connecting the employee with HR or health resources like Mayo Clinic or an EAP if relevant.

Q: How long should a PIP last?
Most real examples of performance improvement plan examples use 30, 60, or 90 days. Shorter plans work for clear, behavior‑based issues (like attendance). Longer plans make sense when skills or complex performance gaps are involved (like leadership or technical depth).

Q: Are PIPs always a sign that someone will be fired?
Not necessarily. In healthy cultures, a PIP is a formal signal that performance must change, paired with real support. If you follow the structure from the best examples of performance improvement plan examples—clear goals, documented support, and fair timelines—employees have a genuine chance to succeed.

Q: How many goals should be in a PIP?
Most effective plans have three to five focused goals. If you look at the examples of performance improvement plan examples above, you’ll notice they zoom in on the biggest impact areas instead of trying to fix everything at once.

Q: Should employees help write their own PIP?
Involving employees in shaping the plan often increases buy‑in. You can present a draft based on these examples, then invite the employee to react, suggest adjustments, and identify what support they need. The manager still owns the final decision, but the process feels more like a partnership than a verdict.

If you’re using these real examples of performance improvement plan examples as templates, remember: the goal is clarity and fairness, not perfection. Speak plainly, be specific, and document both expectations and support. That’s how a PIP becomes a second chance instead of a dead end.