PIP Playbook:
Create a practical plan to boost employee productivity in just one day ➡️

Why Use a PIP and Why 60% of Improvement Plans Fail
Learn when a PIP is truly necessary and when it’s just a formality
· What is a PIP and how does it differ from feedback, coaching conversations, and disciplinary action
· Why 92% of managers use PIPs as “paperwork before termination”—and why this costs the company hundreds of thousands of dollars
· 5 common PIP mistakes: from vague goals to surprise delivery
· Root Cause Diagnostic: three types of underperformance—skill gap, will gap, system gap—and why each requires a different approach
· The cost of failure: the cost of replacing an employee (50–200% of annual salary) vs. the cost of a properly implemented PIP
· Quick assessment: a 10-minute “PIP or not?” diagnosis — a checklist of 15 scenarios
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🧰 Tools: PIP Readiness Checklist (15 items, scoring scale—determine whether a PIP is needed and what type)
✔ Result: You will determine in which situations your company needs a PIP and in which others—and see how much money you’re losing on wrongful terminations

Creating a PIP: From Problem Diagnosis to a Plan with Measurable Goals
Create a PIP for a real employee step by step—from defining the problem to establishing success criteria
· Structure of a PIP document: 7 essential elements that protect both the company and the employee
· Demonstration: I’ll fill out a PIP step-by-step for three types of issues—skill gap (errors in reports), will gap (missed deadlines), and behavioral issue (conflict)
· How to write SMART goals for a PIP: specific wording vs. “improve communication”
· Goal library: 50+ ready-made goal formulations and success criteria by category
· PIP conversation script: verbatim phrases for delivering the PIP, interim check-ins, and the final meeting
· How an employee should sign the PIP: legal nuances (can they refuse, what to do if they refuse)
· Adaptation for different situations: a company with 50 employees vs. 500 employees, remote employee vs. office-based
· AI prompts: generating PIP goals, personalizing the template, analyzing wording for compliance
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🧰 Tools: PIP Template (main template, 40% pre-filled with examples) + PIP Conversation Script (delivery, check-in, closure) + PIP Goals Library (50+ phrases by category)
✔ Result: You will have a completed PIP for a real employee at your company + a script for conducting a PIP conversation

From a Single PIP to a Company-Wide Performance Management System
Establish the process: who conducts the PIP, when, and how—complete with metrics and rationale for management
· The PIP’s role in the performance management cycle: its connection to performance reviews, 1-on-1s, feedback, PDPs, and termination
· RACI matrix for the PIP process: roles of HR, manager, HR lawyer, and HRBP
· PIP timeline: when to initiate, optimal duration (30/60/90 days), frequency of check-ins
· Adapting PIPs for different categories: new hires (up to 6 months), senior specialists, managers, remote employees
· Metrics dashboard: PIP Success Rate, PIP-to-Termination Rate, Post-PIP Retention, Time to Improvement, Legal Claim Rate
· Manager training: 30-minute program “How to Conduct a PIP Correctly” — what to cover
· 5 common objections from managers and employees + response scripts
· ROI of a proper PIP process: calculation formula + example (comparison of PIP cost vs. replacement cost)
· 3-month roadmap for implementing the PIP process: stages, milestones, responsible parties
· AI prompts: PIP dashboard analysis, generation of a manager training program
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🧰 Tools: PIP Process Roadmap (3 months, stages, responsible parties) + PIP Dashboard (metrics, formulas, benchmarks, ROI calculator)
✔ Result: You will have a ready-to-use PIP process for your company: policy, roles, timeline, metrics, and arguments to defend the process before senior management