Managers guide to performance improvement plans (PIP)
If you have employee performance concerns, this model guide will help you to agree improvement plans for them to achieve and maintain the standards expected.
- 4 pages / 1,353 words
- Instantly download as Word / PDF / plain text
- Suitable for worldwide use (but check local legislation)
- Includes 12 months’ access, with all updates to this page provided free of charge and notified to you.
Managers guide to performance improvement plans (PIP)
The purpose of the Performance Improvement process is to establish or clarify any cause(s) of an employee's underperformance and to agree a plan to try to improve it.
Setting the scene
Where you have concerns about performance a meeting should be organised. The meeting should be against a backdrop where the manager has already been giving regular feedback to the jobholder about their performance, including regarding aspects of the jobholder's performance which are not satisfactory.
The meeting should take place in private, in an environment that is comfortable, non-threatening and away from interruptions or distractions. A representative from HR should be in attendance to take notes.
The manager should confirm that the jobholder has been offered to have a colleague or trade union rep with them in the meeting, and ask the jobholder to clarify
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Managers should ensure consistent and fair treatment for all and to assist any employee who is considered to be experiencing difficulties in performing satisfactorily the duties required of the post to which they were appointed.
Unfortunately occasionally an employee's performance does not always meet standards expected.
This guidance provides managers with a framework to improve an employees performance in the workplace, and includes the following steps:
- Setting the scene
- Jobholders view
- Managers view
- Resolution
- Summary of agreement
- Monitoring
Flowchart
Flowchart
Check which resources should be implemeted before and/or after the Managers guide to performance improvement plans (PIP), to understand the workflow.
Concern about performance letter
Use this model letter to notify an employee that you have a concern over their performance, that may warrant disciplinary action should it happen again.
First performance improvement plan (PIP) meeting notification letter
Use this template to arrange the first formal performance improvement plan meeting after previous informal discussions have not produced any progress.
Frequently Asked Questions
Frequently Asked Questions
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Can I use this template in my small business?
Yes. The Managers guide to performance improvement plans (PIP) is designed to be flexible and suitable for organisations of all sizes, including small businesses and charities. It follows UK employment law best practice, so even if you don't have an in-house HR team, you can confidently apply it.
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Is this template compliant with 2025 UK employment law?
Absolutely. Like the Managers guide to performance improvement plans (PIP), all of our templates are drafted with the latest ACAS guidance and UK employment legislation in mind. We review and update them regularly, so you can be confident they remain compliant.
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Can I customise this template for my organisation?
Yes, in the Managers guide to performance improvement plans (PIP), as with all of our templates, we highlight the areas that you need to update with your own details, and where you need to make decisions to suit your situation. This saves you time and ensures that you meet best practice.
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Do I get instant access to the template?
Yes. Once purchased, you'll be able to download the Managers guide to performance improvement plans (PIP) instantly. Templates are provided in editable Word or Excel format so you can customise them easily, and in PDF format for easy sharing.
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What if I need more help, not just this template?
If you're looking for broader support, we also offer toolkits and library bundles that include the Managers guide to performance improvement plans (PIP) along with other HR templates and policies for fully managing your situation. These may be more cost-effective if you need a complete HR library.
