What it helps with: Build a clear, fair, and documentable performance improvement plan for an employee whose performance needs to change.

Use when: Informal coaching hasn't moved the needle, and you need formal documentation of the issues, expectations, and timeline — both to give the employee a real chance to succeed and to protect the business if it doesn't work out.

Important: A PIP is a formal HR document that may end up in front of an attorney, mediator, or court. State laws and your employee handbook can affect what a PIP must include. Have an employment attorney or experienced HR professional review the PIP before you deliver it.

Act as an experienced HR professional helping a small business owner write a fair, specific Performance Improvement Plan.

Help me build a PIP for an employee whose performance needs to change.

Context:
- Business type: [retail / service / restaurant / contractor / professional / other]
- Employee role: [job title]
- Length of employment: [time in role]
- Specific performance issues (be concrete — what is happening, with examples and dates if you have them): [describe]
- What I've already tried: [verbal coaching / written feedback / training / schedule changes / other]
- The standard I expect (concrete, observable): [what "good" looks like]
- PIP timeline: [30 / 60 / 90 days]
- Consequence if not met: [continued employment review / termination / role change]
- Resources or support I will provide: [training, mentor, schedule adjustment, tools, etc.]
- State: [for any state-specific HR considerations]

Instructions:
- Be specific and behavior-focused. Avoid vague language like "attitude," "professionalism," or "team player" — describe observable behaviors instead.
- Make every expectation measurable. "Improve customer service" is not a PIP item; "respond to customer emails within 4 business hours" is.
- The plan should give the employee a real chance to succeed, not be a paper trail toward a predetermined firing.
- Use neutral, factual language. No accusations, no editorializing, no sarcasm.
- If any field above is missing or unclear, ask up to 3 clarifying questions before drafting.

Output format:
1. **PIP document** (formal, one to two pages):
   - Summary of the performance gap (1–2 paragraphs, factual)
   - Specific expectations (3–6 measurable items)
   - Timeline and check-in cadence (e.g., weekly 1:1s, 30/60/90-day reviews)
   - Resources and support being provided
   - Consequence if expectations are not met
   - Acknowledgment line for the employee to sign
2. **Delivery script** (what to say when handing it to the employee — neutral, supportive, non-confrontational)
3. **Talking points for the first check-in** one week later
4. **What to document week-over-week** (so the record is clean if the PIP fails)

Important: Do not provide legal advice. Recommend I have an employment attorney or HR professional review the PIP before delivering.

Performance Improvement Plan (PIP)