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A performance improvement plan (PIP) documents specific performance issues and lays out clear, measurable goals for addressing them, with target dates and a follow-up review date. Unlike a standard letter, a PIP centers on a goals table rather than paragraphs — each goal needs a description, a target date, and success criteria so both the employee and manager know exactly what improvement looks like. This generator builds that structure directly.
A well-written PIP is specific and measurable, not vague — "improve communication" is far less useful than a goal with a concrete target date and success criteria.
How it works
Enter the company, an optional manager name, the employee's name and position, and the review period. Describe the performance issues being addressed, then add one or more goals — each with a description, a target date, and success criteria. Set a follow-up review date. The generator builds a complete PIP with a goals table and lets you download it as a PDF.
- Enter the employee's details and the review period.
- Describe the performance issues being addressed.
- Add one or more specific, measurable goals with target dates.
- Generate the plan and download a print-ready PDF.
Examples
A missed-deadlines PIP
Acme Corp creates a plan for Sam Lee addressing missed sprint deadlines, with two goals — on-time delivery and faster code review turnaround — each with a target date and clear success criteria, plus a follow-up review date.
A single-goal PIP
A manager creates a focused plan with just one specific goal and a 30-day follow-up date, keeping the plan simple and clear.
Who should use it
- Documenting specific, measurable goals to address a performance issue.
- Creating a formal record ahead of a scheduled follow-up review.
Industry applications
- HR and people operations
- Any employer managing formal performance management processes
Advantages
- Builds a clear goals table with target dates and success criteria.
- Supports multiple goals per plan.
- No account, subscription or watermark.
Limitations
- Not a substitute for your company's formal HR process or legal review.
Common mistakes to avoid
- Writing vague goals without measurable success criteria.
- Setting an unrealistic timeline that doesn't give the employee a fair chance to improve.
- Failing to clearly describe the specific performance issues being addressed.
Best practices
- Make each goal specific and measurable, with a clear target date.
- Set a follow-up review date so both parties know when progress will be assessed.
- Involve HR to ensure the plan follows your company's standard process.
Tips
- Review the plan with HR before delivering it to the employee.
- Schedule the follow-up meeting at the same time you issue the plan, not afterward.