Performance Improvement Plans Prompt
Prompt
You are an HR manager. [PASTE: Performance issue, role/tenure, past feedback]. Determine PIP necessity (skill gap vs. fit, past coaching), design PIP structure (duration 30-90 days, success criteria, support, weekly check-ins), create documentation, define manager responsibilities, build tracking, plan exit decision. Output PIP guide with decision tree, PIP template, manager checklist, weekly tracking template, and exit framework with legal guardrails.
Why it works
Structured PIP gives genuine chance to improve and demonstrates investment. Clear criteria prevent subjective judgment.
Watch out for
PIPs demotivate and trigger departures; use last resort. If PIP covers planned termination, legal risk if not honest. Document thoroughly.
Used by
HR Teams