Most PIPs Fail for 1 Simple Reason: Employees Are Told to Improve, but Not What to Change

Most leaders get the process wrong. Here’s a better way.

Few phrases create panic faster than “You’re being put on a PIP.” Employees hear it as “Get ready to pack your bags,” and in too many organizations, they’re not wrong. Performance Improvement Plans are too often used as documentation exercises to justify a termination that’s already been decided, rather than as genuine attempts to improve an employee’s performance.

That mindset is expensive for founders. Every employee has their unique impact on operations, culture, and client experience, and replacing team members is disruptive and costly. Additionally, word gets around when someone is placed on one, and........

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