Best real-world examples of performance improvement plan examples

Why real examples of performance improvement plan examples matter

Most people only see a performance improvement plan (PIP) when something has already gone wrong. That’s exactly why good, concrete examples of performance improvement plan examples are so valuable. They:

• Show managers how to write clear, measurable goals instead of vague criticism.
• Help employees understand what “better” actually looks like.
• Reduce the risk of bias or unfair treatment by giving consistent structure.

In 2024–2025, organizations are under pressure to do more with less. Turnover is expensive, hiring is slower, and many companies are finally treating performance improvement as a coaching tool instead of a pre-firing ritual. According to research shared by Harvard Business School on performance management and feedback, clear expectations and specific behavior-based feedback improve both performance and engagement (hbs.edu).

Let’s walk through real examples of performance improvement plan examples you can adapt today.

Example of a PIP for missed deadlines (project coordinator)

Imagine a project coordinator who consistently delivers tasks late, causing delays for the whole team. Here’s how an example of a performance improvement plan might read in plain language.

Performance issue summary
Over the past three months, 7 of 10 assigned project tasks have been completed after the agreed-upon due date. This has delayed client deliverables and required other team members to work overtime.

Goal of this plan
Improve time management and meet agreed deadlines consistently for assigned tasks over the next 60 days.

Performance expectations
Instead of saying “be better at time management,” this plan spells out expectations:

• For the next 60 days, at least 90% of assigned tasks are completed by the original due date.
• Weekly project status updates are sent to the manager by Friday 3 p.m. local time.
• Any task at risk of delay is flagged to the manager at least 24 hours in advance.

Support and resources
The manager commits to:

• A 20-minute check-in every Monday to review priorities.
• Training on the team’s project management tool within the first week of the plan.
• Help with breaking large tasks into smaller milestones.

This is one of the best examples of performance improvement plan examples for time management because it focuses on observable behavior (deadlines, updates, early warnings) rather than personality traits.

Sales performance: examples of performance improvement plan examples for low numbers

Sales roles are heavily measured, so a PIP example here should lean on clear metrics and behaviors that support those metrics.

Scenario: An account executive has missed quota for three consecutive quarters, despite a healthy territory and product demand.

Performance issue summary
Over Q1–Q3, average attainment has been 55% of quota. Pipeline reviews show low outreach activity and limited follow-up on warm leads.

Performance expectations
Over the next 90 days:

• Achieve at least 80% of the monthly sales target in months 2 and 3 of the plan.
• Log a minimum of 40 outbound prospecting activities (calls, emails, LinkedIn messages) per week in the CRM.
• Conduct follow-up within 24 hours for all inbound demo requests.
• Attend one advanced sales skills training and apply at least two techniques, discussed in weekly one-on-ones.

Support and resources

• Shadow two top-performing reps for at least three calls each within the first 30 days.
• Weekly coaching session with the sales manager to review call recordings and refine messaging.
• Updated territory plan reviewed and approved by the manager.

Examples like this help managers avoid a common trap: only focusing on quota. The strongest examples of performance improvement plan examples connect results (sales) to controllable actions (outreach, follow-up, skill-building).

Remote work: example of a PIP for communication and responsiveness

Remote and hybrid work are now standard in many industries. That means communication issues show up more clearly in performance reviews. Here’s an example of a performance improvement plan for a remote employee who is often unresponsive.

Performance issue summary
During the past 45 days, there have been multiple instances of delayed responses to urgent messages in Slack and email (4–6 hour delays during core hours). Two project meetings were missed without notice. This has slowed decision-making and affected project timelines.

Performance expectations
Over the next 45 days:

• Respond to direct Slack messages and emails from the manager and project leads within 1 business hour during core hours (9 a.m.–4 p.m.).
• Provide at least 24 hours’ notice if unable to attend a scheduled meeting, except in emergencies.
• Update Slack status and calendar accurately to show availability and focus time.
• Join a weekly team stand-up and provide a 2–3 sentence update on current progress and blockers.

Support and resources

• Manager will clarify which channels to use for urgent vs. non-urgent communication.
• IT support will verify that notifications and tools are configured properly.
• Employee may request a short-term flexible schedule, documented and agreed in writing.

This is one of those modern examples of performance improvement plan examples that reflects how work actually happens now: through digital tools, across time zones, and with clear expectations around availability.

Quality and accuracy: examples include work with high error rates

For roles where accuracy matters—finance, data entry, healthcare administration—error rates can be a serious concern. A good example of a performance improvement plan here focuses on both quality and process.

Scenario: A payroll specialist has made recurring errors in employee paychecks over two months.

Performance issue summary
In the last two monthly payroll cycles, there were 12 payroll errors (incorrect hours, missed overtime, or wrong deductions). This has resulted in employee complaints and additional corrections by HR.

Performance expectations
Over the next 60 days:

• Reduce payroll processing errors to no more than 1 per pay cycle.
• Use the standardized payroll checklist for every cycle and submit it with each run.
• Double-check all overtime calculations and deductions before final submission.
• Attend a refresher training on payroll regulations and company policies.

Support and resources

• HR will provide updated written procedures and checklists.
• A senior payroll specialist will review the first two payroll runs during the plan period.
• Access to regulatory resources, such as the U.S. Department of Labor’s wage and hour guidance (dol.gov).

In regulated fields, high-quality examples of performance improvement plan examples also protect the organization by documenting training, support, and clear standards.

Behavior and professionalism: example of a PIP for workplace conduct

Sometimes the issue isn’t skill; it’s behavior. These situations are sensitive, and strong examples of performance improvement plan examples can keep the focus on observable actions instead of personal attacks.

Scenario: A technically strong engineer frequently interrupts colleagues, dismisses feedback, and has made sarcastic remarks in team meetings.

Performance issue summary
Over the last 90 days, there have been multiple reports from team members about interruptions, raised voice, and dismissive comments during meetings. Two specific incidents were documented on [dates], where feedback from peers was rejected in a disrespectful tone.

Performance expectations
Over the next 60 days:

• In meetings, allow others to finish speaking before responding.
• Use neutral, respectful language when disagreeing (for example, “I see it differently because…” instead of sarcasm or personal remarks).
• Participate in a feedback conversation with the manager and at least one team member to repair working relationships, if they are comfortable.
• No further documented incidents of disrespectful or unprofessional behavior.

Support and resources

• Enroll in a communication or emotional intelligence workshop (many organizations use trainings informed by research from institutions like Harvard Business School or similar).
• Biweekly coaching sessions with the manager to review interactions and progress.
• Access to employee assistance or counseling services if stress or burnout is a factor (resources like the National Institute of Mental Health provide educational material on stress and coping: nimh.nih.gov).

Behavior-based examples of performance improvement plan examples should always stick to facts: dates, words used, impact on others, and what needs to change.

Underperformance in a new role: example of a PIP for a recently promoted manager

New managers often struggle with delegation, feedback, and prioritization. Here’s an example of a performance improvement plan for a first-time manager who is overwhelmed.

Performance issue summary
In the first six months in the manager role, project deadlines have been missed, team members report unclear priorities, and one employee has resigned citing lack of direction.

Performance expectations
Over the next 90 days:

• Hold one structured 30-minute one-on-one with each direct report every two weeks, using an agreed agenda.
• Publish a clear list of priorities for the team every Monday in the shared workspace.
• Complete a management skills course (for example, a fundamentals of management program from a business school or professional association).
• Meet at least 90% of team project deadlines during the plan period, unless scope changes.

Support and resources

• Assignment of a mentor manager for monthly coaching.
• HR to provide management training options (many organizations look to research-backed content from universities such as Harvard or MIT).
• Manager’s own leader to provide feedback on team priorities and workload.

This is one of the best examples of performance improvement plan examples for development rather than discipline. It recognizes that promotion is a skill shift, not just a title change.

Performance improvement plan examples for attendance and reliability

Attendance issues can quickly affect team morale. Well-written examples of performance improvement plan examples around attendance are specific and fair.

Scenario: An employee has frequent unplanned absences and late arrivals.

Performance issue summary
In the past 60 days, there have been 6 unplanned absences and 8 late arrivals of more than 10 minutes without advance notice, outside of approved leave.

Performance expectations
Over the next 60 days:

• No more than 1 unplanned absence per month, barring documented medical or family emergencies.
• Arrive on time for scheduled shifts, with no more than 2 late arrivals over 10 minutes.
• Notify the manager at least 30 minutes before the start of the shift when a delay or absence is unavoidable.
• Work with HR to review leave policies and options for accommodations if health or caregiving is a factor.

Support and resources

• HR to provide written attendance policy and explain how it aligns with applicable labor laws.
• If health issues are involved, encourage the employee to speak with a healthcare provider; trustworthy general health information is available through sites like Mayo Clinic (mayoclinic.org) or CDC (cdc.gov).
• Explore flexible scheduling or remote options where appropriate and consistent with team needs.

Attendance-related examples of performance improvement plan examples should always be consistent with company policy and local law.

2024–2025 trends shaping modern performance improvement plans

As you adapt these examples of performance improvement plan examples to your organization, keep a few current trends in mind:

• Data-driven performance: More companies are using dashboards and analytics to track performance. Good plans reference real data but avoid micromanaging every move.
• Hybrid work norms: Expectations around availability, response times, and meeting behavior are now part of many PIPs, as you saw in the remote work example.
• Mental health awareness: Managers are being encouraged to distinguish between performance issues and potential health concerns, and to point employees toward support, not just discipline. Organizations often rely on educational resources from public institutions like NIMH (nimh.nih.gov) to train leaders on mental health basics.
• Skill-building over punishment: The best examples of performance improvement plan examples treat a PIP as a structured coaching plan. They combine clear consequences with meaningful support.

If your plans reflect these realities, they’re more likely to be respected—and to work.

FAQ: examples of performance improvement plan examples

Q: What are some common examples of performance improvement plan examples?
Common examples include plans focused on missed deadlines, low sales performance, high error rates, poor communication in remote settings, attendance problems, and unprofessional behavior. Each example of a plan should define the issue, set measurable goals, outline support, and specify a timeline.

Q: How long should a performance improvement plan last?
Most PIPs run 30–90 days. Shorter plans (30–45 days) work for straightforward issues like attendance or responsiveness. Longer plans (60–90 days) fit more complex skills, like leadership or quality improvements. The timeline in your examples of performance improvement plan examples should give a realistic chance for change.

Q: Is a performance improvement plan always a sign I’m being fired?
Not always. In some companies, a PIP is used mainly as a legal step before termination. In others, it’s a structured coaching tool. Look at the wording: if the plan includes support, training, and clear success criteria, it may be a genuine opportunity to reset. You can ask for specific examples of what success looks like at the end of the plan.

Q: What should be included in a good example of a performance improvement plan?
A strong example of a performance improvement plan includes: a factual description of the issue, specific measurable goals, a clear timeline, support and resources, check-in dates, and the possible outcomes (successful completion, extension, or further action). The best examples avoid vague language and focus on observable behavior.

Q: Can employees suggest changes to a PIP?
Yes. Many HR professionals encourage employees to ask questions, suggest realistic targets, or request support that would help them succeed. That might mean asking for training, tools, or clarification of priorities. When both sides treat the plan as a working document, it becomes closer to the best examples of performance improvement plan examples rather than a one-way warning.

Use these real-world examples as templates, not scripts. The more you tailor your performance improvement plan examples to the actual role, data, and person in front of you, the more likely they’ll lead to real improvement instead of just more paperwork.