The Best Examples of Performance Improvement Plan Examples That Actually Work

Real-world examples of performance improvement plan examples

Let’s start where your brain actually wants to start: concrete scenarios. Below are real-feeling, plug-and-play examples of performance improvement plan examples you can adapt. I’ll keep the language human, specific, and practical—no vague buzzwords.

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

Situation
Jordan is an inside sales rep who has missed quota for three consecutive quarters. Their activity levels are inconsistent, and their CRM notes are incomplete, making it hard for the team to forecast accurately.

Goal of the plan
Improve Jordan’s sales performance to meet at least 95% of monthly quota for three consecutive months and increase CRM data accuracy to 98%.

Key actions and expectations
Instead of just saying “sell more,” this performance improvement plan example spells out behaviors:

• Jordan will make a minimum of 40 outbound calls and send 20 targeted emails per day, logged in the CRM.
• Jordan will complete all required CRM fields for every opportunity within 24 hours of contact.
• Jordan will attend a weekly 1:1 coaching session with the sales manager focused on call structure, objection handling, and closing techniques.
• Jordan will shadow a top-performing rep for two hours each week and document three tactics to try the following week.

Measurement and timeline
Over a 60-day period, the manager will review:

• Daily activity reports from the CRM.
• Weekly pipeline reviews.
• Monthly quota attainment.

If Jordan meets 95% of quota for two months in a row, maintains the activity targets, and keeps CRM accuracy above 98%, the PIP will be considered successfully completed.

This is one of the best examples of performance improvement plan examples because it combines clear numbers, coaching, and observable behavior—not just pressure.

Example of a performance improvement plan for a customer service agent with quality issues

Situation
Ava handles customer support tickets. Her handle time is fine, but her customer satisfaction (CSAT) scores and QA scores are below team average. There are frequent complaints about tone and incomplete resolutions.

Goal of the plan
Increase Ava’s average QA score from 74% to at least 90% and raise her CSAT to match the team average within 90 days.

Key actions and expectations
In this example of a performance improvement plan, the focus is on skills and consistency:

• Ava will review QA feedback on five recent tickets each week with the team lead and identify specific wording or steps to improve.
• Ava will use the company’s approved greeting, empathy, and closing templates on every interaction.
• Ava will complete the organization’s online training module on de-escalation and empathy within 14 days. (Think of resources similar in spirit to communication and conflict modules offered by universities like Harvard’s professional development programs.)
• Ava will draft and practice three sample responses for common difficult scenarios and review them with her coach.

Measurement and timeline
Over 90 days, the leader will:

• Audit 10 of Ava’s tickets or calls every week.
• Track her QA score and CSAT trend.
• Hold biweekly coaching sessions to review progress.

If her QA and CSAT scores meet or exceed the goals for at least six consecutive weeks, the plan is considered successful.

Example of a performance improvement plan for a remote employee with communication gaps

Situation
Chris is a remote project coordinator. Deadlines slip because stakeholders don’t know what’s happening. Messages go unanswered for hours or days, and meetings are missed.

Goal of the plan
Improve responsiveness, reliability, and clarity of communication so that project deadlines are consistently met and stakeholders report improved satisfaction.

Key actions and expectations
This is one of the more modern examples of performance improvement plan examples because it reflects remote-work norms in 2024–2025:

• Chris will respond to internal messages (email or chat) within four business hours during the agreed working schedule.
• Chris will update project boards (for example, Trello, Asana, or Jira) by 4 p.m. local time each business day.
• Chris will send a weekly status summary to key stakeholders, including completed tasks, blockers, and next steps.
• Chris will confirm all meetings 24 hours in advance and will be on time for at least 95% of scheduled meetings over the next 60 days.

Measurement and timeline
Over a 60-day period, the manager will:

• Monitor response times using email/chat logs.
• Review project board updates weekly.
• Request feedback from two to three stakeholders at day 30 and day 60.

If deadlines are met for all critical tasks and stakeholder feedback is positive, the PIP is considered resolved.

Example of a performance improvement plan for a manager with leadership and feedback issues

Situation
Taylor manages a team of eight. Engagement survey results show low trust, complaints about unclear expectations, and inconsistent feedback. Turnover on the team is higher than the company average.

Goal of the plan
Improve leadership behavior so that team clarity, feedback frequency, and engagement scores rise within the next quarter.

Key actions and expectations
This example of a performance improvement plan focuses on leadership behaviors:

• Taylor will hold 30-minute 1:1s with each direct report every two weeks and document action items.
• Taylor will share clear quarterly goals and role expectations with each team member within 14 days.
• Taylor will attend a leadership training course focused on coaching and feedback by the end of the quarter. Many organizations use programs modeled on evidence-based approaches from institutions like NIH’s leadership resources or similar.
• Taylor will practice giving timely feedback by addressing performance issues within three business days of noticing a problem.

Measurement and timeline
Over 90 days, HR and Taylor’s manager will:

• Review 1:1 schedules and notes.
• Conduct a short pulse survey at day 45 and day 90 to track trust and clarity.
• Review turnover data and exit interview themes if applicable.

If engagement scores improve, 1:1s are consistent, and feedback is documented, the plan is marked successful.

Example of a performance improvement plan for chronic lateness and attendance

Situation
Sam often arrives 15–30 minutes late and has several unplanned absences. This affects shift coverage and team morale.

Goal of the plan
Consistently meet attendance and punctuality expectations for 60 days.

Key actions and expectations
This is one of the simpler but necessary examples of performance improvement plan examples:

• Sam will arrive on time for 100% of scheduled shifts over the next 60 days.
• Any absence must be reported according to company policy (for example, at least two hours before the shift) unless there is a documented emergency.
• Sam will meet with HR to review leave options and any applicable policies, including any accommodations that might be needed under local laws or guidelines like those outlined by the U.S. Department of Labor for work hours and attendance.

Measurement and timeline
The manager will:

• Track daily arrival times and attendance.
• Meet with Sam at day 30 and day 60 to review records.

If Sam has no unexcused absences and meets punctuality expectations for the entire period, the PIP is completed.

Example of a performance improvement plan for quality and accuracy in an analyst role

Situation
Priya is a data analyst whose reports contain recurring errors. Mistakes are caught by others and cause rework and delays.

Goal of the plan
Reduce report errors to less than 2% over a 90-day period and improve documentation so that others can easily follow her work.

Key actions and expectations
Among the best examples of performance improvement plan examples, this one focuses on process and quality:

• Priya will use a standardized checklist before submitting any report, including data source verification, formula checks, and peer review.
• Priya will schedule a 15-minute peer review with another analyst for all high-impact reports.
• Priya will document data sources, assumptions, and calculation steps in a separate tab or appendix for each report.
• Priya will complete a skills refresher in the company’s chosen analytics tools (for example, Excel, SQL, or Power BI) within 30 days.

Measurement and timeline
Over 90 days, the manager will:

• Track the number and severity of errors detected after submission.
• Review documentation for clarity and completeness.

If errors fall below the agreed threshold and documentation is consistently present and clear, the plan is successful.

Example of a performance improvement plan for behavioral and teamwork issues

Situation
Lee is technically strong but frequently interrupts colleagues, dismisses ideas, and reacts defensively to feedback. Team members avoid collaborating with Lee.

Goal of the plan
Improve collaboration, listening skills, and professional behavior so that Lee can work effectively with the team.

Key actions and expectations
This is one of the more people-focused examples of performance improvement plan examples:

• Lee will attend a workshop or training on communication and emotional intelligence within 45 days. Many employers rely on material grounded in research from universities and health organizations such as Mayo Clinic’s guidance on emotional health and stress.
• During meetings, Lee will practice active listening by not interrupting and by summarizing others’ points before responding.
• Lee will request feedback from at least two peers at day 30 and day 60 about collaboration and communication.
• Lee will avoid raised voices, sarcastic comments, or personal remarks; any incidents will be documented.

Measurement and timeline
Over a 60–90 day period, the manager will:

• Observe behavior in meetings.
• Collect anonymous feedback from peers.
• Review any incident reports.

If peer feedback improves, incidents stop, and collaboration increases, the plan is deemed successful.

How to write the best examples of performance improvement plan examples

Now that you’ve seen several real examples of performance improvement plan examples, let’s pull out the patterns that make them fair and effective.

Make the issue observable and specific

Vague problems lead to vague plans. Instead of “poor attitude,” describe what people see and hear:

• Interrupting others
• Rolling eyes in meetings
• Missing deadlines without notice

Specific behaviors make it easier to write an example of a performance improvement plan that feels fair and actionable.

Focus on behaviors, not just outcomes

Every strong PIP in the examples above includes both:

• Outcomes (meet 95% of quota, reduce errors to 2%)
• Behaviors (use a checklist, attend training, send weekly updates)

This protects both the company and the employee. Employees know what to do, not just what number to hit.

Add support, not just pressure

Modern HR trends in 2024–2025 lean heavily toward coaching-based PIPs. Many organizations are moving away from using performance improvement plans as automatic pre-termination steps and toward using them as structured support.

That’s why the best examples of performance improvement plan examples include:

• Training or learning resources
• Regular check-ins
• Access to tools or mentors

This aligns with broader research on performance and well-being, like the emphasis on psychological safety and clear expectations in workplace studies from major institutions.

Use clear timelines and review points

Every example of a performance improvement plan above has a defined period (often 30–90 days) with scheduled check-ins. This keeps the process transparent:

• The employee knows when they’ll be evaluated.
• The manager can’t just “forget” and drag the plan on forever.

Document, document, document

For both sides, documentation matters:

• It shows what was agreed on.
• It protects against misunderstandings.
• It supports fair decisions if performance doesn’t improve.

HR teams often align their documentation practices with broader employment guidance from sources like the U.S. Office of Personnel Management, which offers general frameworks for performance management.

FAQ about examples of performance improvement plan examples

What are some common examples of performance improvement plan goals?

Common goals in examples of performance improvement plan examples include:

• Hitting a specific sales or productivity target
• Reducing errors or rework
• Improving communication and responsiveness
• Meeting attendance and punctuality expectations
• Raising customer satisfaction or quality scores
• Demonstrating respectful, professional behavior

How long should a performance improvement plan last?

Most real examples include timelines from 30 to 90 days. Shorter plans work for focused issues like punctuality; more complex skill or behavior changes often need closer to 90 days. The key is that the timeline matches the type of improvement you’re asking for.

Can an employee suggest changes to an example of a performance improvement plan?

Yes, and they should. A PIP works best when the employee has a chance to:

• Ask questions
• Clarify expectations
• Propose realistic adjustments (for example, changing a target that’s clearly unachievable based on current workload)

Collaborating on the details can turn a PIP from a threat into a roadmap.

Are performance improvement plans always a sign you’ll be fired?

Not necessarily. In some companies, a PIP is mostly a legal step before termination. In others, it’s a structured support tool. The real examples of performance improvement plan examples in this article are written with improvement in mind, not automatic exit. The best thing you can do is:

• Ask directly how success will be determined.
• Get expectations in writing.
• Use the plan as a checklist for your daily work.

What should be avoided when writing performance improvement plan examples?

Watch out for:

• Vague language like “do better” or “be more professional.”
• Impossible goals that no one on the team is meeting.
• Lack of support (no training, no coaching, no check-ins).
• Hidden expectations that aren’t written down.

If you avoid those traps and model your approach on the best examples of performance improvement plan examples above, you’ll create plans that are fair, transparent, and genuinely helpful for both the organization and the employee.