{"id":74358,"date":"2025-08-26T13:39:25","date_gmt":"2025-08-26T11:39:25","guid":{"rendered":"https:\/\/www.sage.com\/en-za\/blog\/?p=74358"},"modified":"2025-08-26T13:39:27","modified_gmt":"2025-08-26T11:39:27","slug":"performance-improvement-plan","status":"publish","type":"post","link":"https:\/\/www.sage.com\/en-za\/blog\/performance-improvement-plan\/","title":{"rendered":"How to deliver a performance improvement plan (PIP) with template"},"content":{"rendered":"<header class=\"entry-header has-dark-background-color entry-header--has-illustration entry-header--has-illustration--generic\">\n\t<div class=\"container\">\n\t\t<div class=\"entry-header__row row align-center\">\n\t\t\t<div class=\"col col-lg-7 col-xlg-6 entry-header__content\">\n\t\t\t\t\t\t\t<div class=\"component component-single-header\">\n\t\t\t\t\t\t\t\t\t\t<div class=\"entry-header__misc text--subtitle text--uppercase text--small\">\n\t\t\t\t\t\t\t<a href=\"https:\/\/www.sage.com\/en-za\/blog\/category\/people-leadership\/\" class=\"entry-header__link\">People &amp; Leadership<\/a>\t\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t<div class=\"entry-title-wrapper\">\n\t\t\t\t\t<h1 class=\"entry-title\">\n\t\t\t\t\t\tHow to deliver a performance improvement plan (PIP) with template\t\t\t\t\t<\/h1>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t\t\t\t\t<p class=\"entry-header__description\">\n\t\t\t\t\t\t\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t\t\n\t\t\t\t\n\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t<\/div>\n\t<div class=\"single-post-details container\">\n\t\t<div class=\"col\">\n\t\t\t<span class=\"posted-on \"><time class=\"entry-date published\" datetime=\"2025-08-26T13:39:25+02:00\">Aug 26, 2025<\/time><\/span><span class=\"reading-time\"> min read<\/span>\n\t\t<button\n\t\t\ttype=\"button\"\n\t\t\tclass=\"social-share-button button button--icon button--secondary js-social-share-button\"\n\t\t\tdata-share-title=\"How to deliver a performance improvement plan (PIP) with template\"\n\t\t\tdata-share-url=\"https:\/\/www.sage.com\/en-za\/blog\/performance-improvement-plan\/\"\n\t\t\tdata-share-text=\"Please read this interesting article\"\n\t\t>\n\t\t\t<span class=\"social-share-button__share-label\">Share<\/span>\n\t\t\t<span class=\"social-share-button__copy-label\" hidden>Copy Link<\/span>\n\t\t\t<span class=\"social-share-button__copy-tooltip\" aria-hidden=\"true\" hidden>Copied<\/span>\n\t\t<\/button>\n\n\t\t\t\t<\/div>\n\t<\/div>\n<\/header>\n\n\n\n<div class=\"wp-block-post-author\">\n\t\t\t<div class=\"co-authors\">\n\t\t\t\n\t\t<div class=\"entry-author-wrapper\">\n\t\t\t<a class=\"entry-author\" href=\"https:\/\/www.sage.com\/en-za\/blog\/author\/ryangrundy\/\">\n\t\t\t\t<img loading=\"lazy\" decoding=\"async\" width=\"40\" height=\"40\" src=\"https:\/\/www.sage.com\/en-za\/blog\/wp-content\/uploads\/sites\/9\/2023\/05\/Ryan-Grundy.jpg\" class=\"entry-author__image\" alt=\"\" \/>\t\t\t\t<span class=\"entry-author__name\">Ryan Grundy<\/span>\n\t\t\t<\/a>\n\n\t\t\t\t\t<\/div>\n\n\t\t\t\t<\/div>\n\t\t<\/div>\n\n\n\n\n\n<p class=\"has-paragraph-medium-font-size\">A performance improvement plan (PIP) helps you manage the delicate situation of bringing an underperforming employee back from the brink of dismissal. <\/p>\n\n\n\n<p>However, it\u2019s erroneously seen by many as a last resort, carrying unpleasant overtones.<\/p>\n\n\n\n<p>Rather than a document that signals an impending negative outcome, you can use a PIP to better monitor current progress and set out realistic goals for future performance.<\/p>\n\n\n\n<p>Now more than ever, workplaces cultivate an atmosphere of improvement, not failure. <\/p>\n\n\n\n<p>PIPs can be an invaluable part of your process to empower employees to succeed and a better way for you to manage your team.<\/p>\n\n\n\n<p>In this article, we look at when you should and shouldn\u2019t issue a PIP, what you should include in a PIP, and how to deliver a PIP in a positive way.<\/p>\n\n\n\n<p><strong>Here\u2019s what we cover:<\/strong><\/p>\n\n\n<?xml encoding=\"utf-8\" ?><div class=\"wp-block-yoast-seo-table-of-contents yoast-table-of-contents\"><ul><li><a href=\"#h-what-is-a-performance-improvement-plan-pip\" data-level=\"2\">What is a performance improvement plan (PIP)?<\/a><\/li><li><a href=\"#h-when-should-you-issue-a-pip\" data-level=\"2\">When should you issue a PIP?<\/a><\/li><li><a href=\"#h-how-pips-align-with-local-disciplinary-procedures\" data-level=\"2\">How PIPs align with local disciplinary procedures<\/a><\/li><li><a href=\"#h-inappropriate-circumstances-for-issuing-a-pip\" data-level=\"2\">Inappropriate circumstances for issuing a PIP<\/a><\/li><li><a href=\"#h-what-is-the-best-way-to-deliver-a-pip-to-an-employee-or-direct-report\" data-level=\"2\">What is the best way to deliver a PIP to an employee or direct report?<\/a><\/li><li><a href=\"#h-what-should-a-performance-improvement-plan-include\" data-level=\"2\">What should a performance improvement plan include?<\/a><\/li><li><a href=\"#h-what-goals-should-you-include-in-a-performance-improvement-plan\" data-level=\"2\">What goals should you include in a performance improvement plan?<\/a><\/li><li><a href=\"#h-how-to-complete-a-performance-improvement-plan\" data-level=\"2\">How to complete a performance improvement plan<\/a><\/li><li><a href=\"#h-when-a-performance-improvement-plan-isn-t-the-right-course-of-action\" data-level=\"2\">When a performance improvement plan isn&rsquo;t the right course of action<\/a><\/li><li><a href=\"#h-how-long-should-a-performance-improvement-plan-last\" data-level=\"2\">How long should a performance improvement plan last?<\/a><\/li><li><a href=\"#h-how-often-does-a-performance-improvement-plan-work-out-well\" data-level=\"2\">How often does a performance improvement plan work out well?<\/a><\/li><li><a href=\"#h-what-is-the-performance-improvement-plan-success-rate\" data-level=\"2\">What is the performance improvement plan success rate?<\/a><\/li><li><a href=\"#h-final-thoughts\" data-level=\"2\">Final thoughts<\/a><\/li><\/ul><\/div>\n\n\n\n<div class=\"single-cta gated-content\">\n\t<div class=\"single-cta__positioner\">\n\t\t<div class=\"single-cta__wrapper has-dark-background-color\">\n\t\t\t<div class=\"single-cta__content\">\n\t\t\t\t\t\t\t\t<h2 class=\"single-cta__title h3\">Performance improvement plan (PIP) template<\/h2>\n\n\t\t\t\t\t\t\t\t\t<div class=\"single-cta__description\">\n\t\t\t\t\t\t<p><!-- wp:paragraph --><\/p>\n<p>Ready to draft your performance improvement plan? Here\u2019s a useful template to get you started.<\/p>\n<p><!-- \/wp:paragraph --><\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<a\n\t\t\t\t\t\thref=\"#gate-e1775735-44d8-416d-8baf-38848f7e8c91\"\n\t\t\t\t\t\tclass=\"single-cta__button button button--primary\"\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t>Download now<\/a>\n\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<img decoding=\"async\" width=\"684\" height=\"384\" src=\"https:\/\/www.sage.com\/en-za\/blog\/wp-content\/uploads\/sites\/9\/2025\/08\/PIP-image-final-684x384-1.jpg\" class=\"single-cta__image\" alt=\"An image of a Performance Improvement Plan template.\" loading=\"lazy\" srcset=\"https:\/\/www.sage.com\/en-za\/blog\/wp-content\/uploads\/sites\/9\/2025\/08\/PIP-image-final-684x384-1.jpg 684w\" sizes=\"auto, (min-width: 48em) 33vw, 100vw\" \/>\t\t\t<\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-what-is-a-performance-improvement-plan-pip\">What is a performance improvement plan (PIP)?<\/h2>\n\n\n\n<p>A performance improvement plan\u2014sometimes called a performance action plan\u2014is a structured plan that outlines specific employee performance characteristics and issues, and provides a detailed roadmap for improvement over time.<\/p>\n\n\n\n<p>It includes goals, timelines, and criteria for measuring progress.<\/p>\n\n\n\n<p>The PIP is offered as notification to an employee that their performance is not at the required standard and provides a formal period to improve before they can be demoted or dismissed.<\/p>\n\n\n\n<p>Employers may be tempted to view a PIP as a last resort, a final attempt to raise performance before dismissal.<\/p>\n\n\n\n<p>However, if implemented correctly, a PIP is a constructive intervention that can motivate employees to revamp their relationship with the company and start afresh.<\/p>\n\n\n\n<p>It also documents deficiencies and provides a record of attempts to help the employee improve.<\/p>\n\n\n\n<p><strong>Read more: <a href=\"https:\/\/www.sage.com\/en-za\/blog\/guide-to-performance-appraisals\/\" target=\"_blank\" rel=\"noreferrer noopener\">Guide to performance appraisals<\/a><\/strong><\/p>\n\n\n\n<p>According to a McKinsey survey, <a href=\"https:\/\/www.mckinsey.com\/capabilities\/people-and-organizational-performance\/our-insights\/harnessing-the-power-of-performance-management\" target=\"_blank\" rel=\"noreferrer noopener\">60%<\/a> of respondents from companies with effective <a href=\"https:\/\/www.sage.com\/en-za\/human-resources\/performance-management\/\" target=\"_blank\" rel=\"noreferrer noopener\">performance management <\/a>systems reported that their companies outperformed peers over the past three years.<\/p>\n\n\n\n<p>This highlights the positive impact of well-implemented PIPs on both employee performance and overall business outcomes.<\/p>\n\n\n\n<p>If you\u2019re considering implementing PIPs with your team, read on to find out when and how to issue them.<\/p>\n\n\n\n<figure data-wp-context=\"{&quot;imageId&quot;:&quot;69d0ea2cec154&quot;}\" data-wp-interactive=\"core\/image\" data-wp-key=\"69d0ea2cec154\" class=\"wp-block-image size-full wp-lightbox-container\"><img loading=\"lazy\" decoding=\"async\" width=\"718\" height=\"276\" data-wp-class--hide=\"state.isContentHidden\" data-wp-class--show=\"state.isContentVisible\" data-wp-init=\"callbacks.setButtonStyles\" data-wp-on--click=\"actions.showLightbox\" data-wp-on--load=\"callbacks.setButtonStyles\" data-wp-on-window--resize=\"callbacks.setButtonStyles\" src=\"https:\/\/www.sage.com\/en-za\/blog\/wp-content\/uploads\/sites\/9\/2025\/08\/Image-1.jpg\" alt=\"A person stands facing a large screen with a green road leading to bar and pie charts, next to text explaining that a performance improvement plan (PIP) is a structured approach for addressing and improving employee performance issues.\" class=\"wp-image-74426\"\/><button\n\t\t\tclass=\"lightbox-trigger\"\n\t\t\ttype=\"button\"\n\t\t\taria-haspopup=\"dialog\"\n\t\t\taria-label=\"Enlarge\"\n\t\t\tdata-wp-init=\"callbacks.initTriggerButton\"\n\t\t\tdata-wp-on--click=\"actions.showLightbox\"\n\t\t\tdata-wp-style--right=\"state.imageButtonRight\"\n\t\t\tdata-wp-style--top=\"state.imageButtonTop\"\n\t\t>\n\t\t\t<svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"12\" height=\"12\" fill=\"none\" viewBox=\"0 0 12 12\">\n\t\t\t\t<path fill=\"#fff\" d=\"M2 0a2 2 0 0 0-2 2v2h1.5V2a.5.5 0 0 1 .5-.5h2V0H2Zm2 10.5H2a.5.5 0 0 1-.5-.5V8H0v2a2 2 0 0 0 2 2h2v-1.5ZM8 12v-1.5h2a.5.5 0 0 0 .5-.5V8H12v2a2 2 0 0 1-2 2H8Zm2-12a2 2 0 0 1 2 2v2h-1.5V2a.5.5 0 0 0-.5-.5H8V0h2Z\" \/>\n\t\t\t<\/svg>\n\t\t<\/button><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-when-should-you-issue-a-pip\">When should you issue a PIP?<\/h2>\n\n\n\n<p>Every employee should have their goals and expected performance outlined at their first appraisal (and after they have completed their probation period, if applicable).<\/p>\n\n\n\n<p>Alongside this, you should have a formal plan of your employee\u2019s journey with the company. This gives your employee and their manager a measurable document to refer back to.<\/p>\n\n\n\n<p>As soon as there\u2019s a decrease in performance, a manager should be offering feedback and having conversations with their direct report to understand why this is happening. <\/p>\n\n\n\n<p>This includes extending help to the employee and offering support or training where necessary.<\/p>\n\n\n\n<p>If their performance is still not improving, this is the time for you to create a document that outlines what needs to improve and how to achieve that. That\u2019s your PIP.<\/p>\n\n\n\n<p>Introduce the PIP soon enough so your employee has the best opportunity to succeed. Don\u2019t leave it too late in the process. <\/p>\n\n\n\n<p>Beyond a certain point, any chance for recovery will set your employee up for failure.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-how-pips-align-with-local-disciplinary-procedures\">How PIPs align with local disciplinary procedures<\/h2>\n\n\n\n<p>In South Africa, performance improvement plans (PIPs) are not just a best practice\u2014they\u2019re also a key part of fair and lawful employee management.<\/p>\n\n\n\n<p>Under the&nbsp;<strong><a href=\"https:\/\/www.ccma.org.za\/wp-content\/uploads\/2022\/01\/Code-of-Good-Practice-DISMISSAL.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">Code of Good Practice: Dismissal<\/a><\/strong>, issued by the&nbsp;<strong><a href=\"https:\/\/www.labour.gov.za\/About-Us\/Pages\/CCMA1.aspx\" target=\"_blank\" rel=\"noreferrer noopener\">Commission for Conciliation, Mediation and Arbitration (CCMA)<\/a><\/strong>, employers are expected to follow a fair process before considering dismissal for poor performance.<\/p>\n\n\n\n<p>This includes:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Identifying the performance issue clearly,<\/li>\n\n\n\n<li>Giving the employee a reasonable opportunity to improve, and<\/li>\n\n\n\n<li>Providing appropriate guidance, training, or support.<\/li>\n<\/ul>\n\n\n\n<p>A well-structured PIP helps you meet these requirements by documenting the issue, setting clear expectations, and offering support over a defined period. <\/p>\n\n\n\n<p>It also shows that you\u2019ve acted in good faith and given the employee a fair chance to succeed\u2014something that\u2019s essential if a case is ever referred to the CCMA.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Appropriate circumstances for issuing a PIP<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\">Potential for improvement<\/h3>\n\n\n\n<p>A PIP should always be issued when you are sure the employee can improve, given structured guidance and support.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Personal issues affecting performance<\/h3>\n\n\n\n<p>When personal issues are impacting performance, a PIP can be used to provide structured support.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Recent decline in performance<\/h3>\n\n\n\n<p>When your employee who has previously performed well starts showing a decline in performance due to temporary issues, this can be a pivotal point at which to implement a PIP.<\/p>\n\n\n\n<p>By doing this, you can monitor whether improvements are being made to reach previous performance levels over an agreed period.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Consistent poor performance<\/h3>\n\n\n\n<p>When your employee\u2019s performance consistently falls below acceptable standards despite receiving previous informal feedback, a PIP can help to provide clear, formal guidance on any further intervention needed.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Policy compliance<\/h3>\n\n\n\n<p>Finally, depending on the wider setup of the company, PIPs might be needed to comply with organisational policies or labour agreements based on official rules for disciplinary procedures.<\/p>\n\n\n\n<p>The South African government refers to the <a href=\"https:\/\/www.labour.gov.za\/About-Us\/Pages\/CCMA1.aspx\" target=\"_blank\" rel=\"noreferrer noopener\">CCMA<\/a> as a key authority on disciplinary procedures, alongside the country\u2019s labour legislation and the Employment Equity Act of 1998.<\/p>\n\n\n\n<p>In particular, the government highlights the CCMA\u2019s <a href=\"https:\/\/www.ccma.org.za\/wp-content\/uploads\/2022\/01\/Code-of-Good-Practice-DISMISSAL.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">Code of Good Practice: Dismissal<\/a>, which outlines fair procedures for handling disciplinary and grievance matters.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-inappropriate-circumstances-for-issuing-a-pip\">Inappropriate circumstances for issuing a PIP<\/h2>\n\n\n\n<p>There are many circumstances where a PIP can be beneficial, but there are also a few instances to note where it would be inappropriate:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-low-likelihood-of-improvement\">Low likelihood of improvement<\/h3>\n\n\n\n<p>If your employee has consistently been a mediocre\/low performer despite detailed feedback or multiple efforts on both sides to correct performance, a PIP will be unlikely to help.<\/p>\n\n\n\n<p>The same can be said when there is clear evidence that performance issues are unlikely to be corrected, such as long-term skill deficiencies or misalignment with job requirements.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-termination-paper-trail\">Termination paper trail<\/h3>\n\n\n\n<p>When the primary intention is to create a documented path for eventual termination rather than genuine improvement\u2014with no previous evidence of having an informal or formal PIP in place\u2014serving a PIP may leave you open to potential legal action from your employee.<\/p>\n\n\n\n<p>Unless you can prove you have implemented it to make positive changes to the working relationship, your employee may use it to claim that the expectations laid out in the plan\u2014such as the deadlines or number\/nature of tasks\u2014are deliberately unrealistic.<\/p>\n\n\n\n<p>This could then be referenced as unfair or constructive dismissal.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-severe-behavioural-issues\">Severe behavioural issues<\/h3>\n\n\n\n<p>In cases of severe behavioural problems, such as theft or violence that necessitate immediate termination, there is no need to issue a PIP.<\/p>\n\n\n\n<figure data-wp-context=\"{&quot;imageId&quot;:&quot;69d0ea2ced868&quot;}\" data-wp-interactive=\"core\/image\" data-wp-key=\"69d0ea2ced868\" class=\"wp-block-image aligncenter size-large wp-lightbox-container\"><img loading=\"lazy\" decoding=\"async\" width=\"562\" height=\"810\" data-wp-class--hide=\"state.isContentHidden\" data-wp-class--show=\"state.isContentVisible\" data-wp-init=\"callbacks.setButtonStyles\" data-wp-on--click=\"actions.showLightbox\" data-wp-on--load=\"callbacks.setButtonStyles\" data-wp-on-window--resize=\"callbacks.setButtonStyles\" src=\"https:\/\/www.sage.com\/en-za\/blog\/wp-content\/uploads\/sites\/9\/2025\/08\/Image-2-562x810.jpg\" alt=\"A flowchart titled Should I issue a PIP? outlines steps for addressing performance issues at work, including questions on misconduct, probation, underperformance, and possible outcomes like warnings, a performance improvement plan, dismissal, or ongoing reviews.\" class=\"wp-image-74429\" srcset=\"https:\/\/www.sage.com\/en-za\/blog\/wp-content\/uploads\/sites\/9\/2025\/08\/Image-2-562x810.jpg 562w, https:\/\/www.sage.com\/en-za\/blog\/wp-content\/uploads\/sites\/9\/2025\/08\/Image-2-533x768.jpg 533w, https:\/\/www.sage.com\/en-za\/blog\/wp-content\/uploads\/sites\/9\/2025\/08\/Image-2-768x1106.jpg 768w, https:\/\/www.sage.com\/en-za\/blog\/wp-content\/uploads\/sites\/9\/2025\/08\/Image-2-1066x1536.jpg 1066w, https:\/\/www.sage.com\/en-za\/blog\/wp-content\/uploads\/sites\/9\/2025\/08\/Image-2-1422x2048.jpg 1422w, https:\/\/www.sage.com\/en-za\/blog\/wp-content\/uploads\/sites\/9\/2025\/08\/Image-2.jpg 1458w\" sizes=\"auto, (max-width: 562px) 100vw, 562px\" \/><button\n\t\t\tclass=\"lightbox-trigger\"\n\t\t\ttype=\"button\"\n\t\t\taria-haspopup=\"dialog\"\n\t\t\taria-label=\"Enlarge\"\n\t\t\tdata-wp-init=\"callbacks.initTriggerButton\"\n\t\t\tdata-wp-on--click=\"actions.showLightbox\"\n\t\t\tdata-wp-style--right=\"state.imageButtonRight\"\n\t\t\tdata-wp-style--top=\"state.imageButtonTop\"\n\t\t>\n\t\t\t<svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"12\" height=\"12\" fill=\"none\" viewBox=\"0 0 12 12\">\n\t\t\t\t<path fill=\"#fff\" d=\"M2 0a2 2 0 0 0-2 2v2h1.5V2a.5.5 0 0 1 .5-.5h2V0H2Zm2 10.5H2a.5.5 0 0 1-.5-.5V8H0v2a2 2 0 0 0 2 2h2v-1.5ZM8 12v-1.5h2a.5.5 0 0 0 .5-.5V8H12v2a2 2 0 0 1-2 2H8Zm2-12a2 2 0 0 1 2 2v2h-1.5V2a.5.5 0 0 0-.5-.5H8V0h2Z\" \/>\n\t\t\t<\/svg>\n\t\t<\/button><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-what-is-the-best-way-to-deliver-a-pip-to-an-employee-or-direct-report\">What is the best way to deliver a PIP to an employee or direct report?<\/h2>\n\n\n\n<p>As educator and author Stephen R. Covey once said, you should \u201ctreat your employees exactly as you want them to treat your best customers\u201d.<\/p>\n\n\n\n<p>Here are five steps for you to put a constructive PIP into place and keep your team motivated to perform:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-1-the-preparation-stage\">1. The preparation stage<\/h3>\n\n\n\n<h4 class=\"wp-block-heading\">Have an initial conversation<\/h4>\n\n\n\n<p>Schedule a meeting with your employee to discuss the reasons for implementing the PIP, and any relevant performance issues.<\/p>\n\n\n\n<p>Ensure this conversation is private and free from interruptions.<\/p>\n\n\n\n<p>Remember, PIPs can be demoralising and damaging if they\u2019re not approached in the right way. <\/p>\n\n\n\n<p>Many employees see a PIP as one step away from dismissal, especially if they\u2019ve not been accustomed to using them from the start of their role.<\/p>\n\n\n\n<p>So, it\u2019s really important for managers to explain the reasons why the PIP is being put in place and reiterate the positive outcomes of following such a plan.<\/p>\n\n\n\n<p>Given that the very nature of a successful PIP is collaborative, perhaps the most critical element in creating one is to involve your employee in the decision-making process. <\/p>\n\n\n\n<p>Make sure they feed into and agree on any steps that could help them improve and\/or stay on track.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Draft the PIP document<\/h4>\n\n\n\n<p>Include <strong>SMART<\/strong> (<strong>S<\/strong>pecific, <strong>M<\/strong>easurable, <strong>A<\/strong>chievable, <strong>R<\/strong>elevant, and <strong>T<\/strong>ime-bound) goals in the PIP. <\/p>\n\n\n\n<p>Ensure they are realistic and attainable within the specified time frame.<\/p>\n\n\n\n<p>It\u2019s debatable how long a performance improvement plan should last. <\/p>\n\n\n\n<p>It can be for 30, 60, or 90 days, or as mutually agreed to allow your employee to improve sufficiently.<\/p>\n\n\n\n<p>Once you\u2019ve drafted the plan, it\u2019s a good idea to run it past your HR team to ensure it\u2019s free from any bias as an employer, so, for example, it can\u2019t be construed as an excuse to constructively remove your employee (as discussed above).<\/p>\n\n\n\n<p>If the PIP plan involves any HR-specific provisions, such as onboarding or learning and development training recorded in your HR management software, they can also help you kickstart the process for immediate benefit.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-2-during-the-meeting\">2. During the meeting<\/h3>\n\n\n\n<h4 class=\"wp-block-heading\">Build enthusiasm, not fear<\/h4>\n\n\n\n<p>Again, frame the PIP as a positive tool designed to help your employee improve and succeed.<\/p>\n\n\n\n<p>Emphasise that the goal is to support their professional development rather than penalise them.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Communicate clearly<\/h4>\n\n\n\n<p>Explain any specific performance issues, the expectations for improvement, and the timeline for achieving these improvements.<\/p>\n\n\n\n<p>Use clear and direct language to avoid any misunderstandings.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Allow questions<\/h4>\n\n\n\n<p>Remember, your employee may be nervous, or may simply have reflected on what was agreed on in your initial conversation. <\/p>\n\n\n\n<p>So it\u2019s important to give them the opportunity to ask new questions or for additional clarification on the plan.<\/p>\n\n\n\n<p>This is your chance to show compassion and foster commitment when it comes to following the PIP.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-3-after-the-meeting\">3. After the meeting<\/h3>\n\n\n\n<h4 class=\"wp-block-heading\">Hold regular check-ins<\/h4>\n\n\n\n<p>Book in time to monitor progress, provide feedback, and make any necessary adjustments to the PIP.<\/p>\n\n\n\n<p>These meetings should be documented to track your employee\u2019s progress.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Provide support and resources<\/h4>\n\n\n\n<p>Ensure your employees have access to all the resources and support mentioned in the PIP.<\/p>\n\n\n\n<p>This might include additional training sessions, mentorship, or other tools necessary for their success.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">4. Documentation<\/h3>\n\n\n\n<h4 class=\"wp-block-heading\">Keep detailed records<\/h4>\n\n\n\n<p>As with any process within your organisation, it\u2019s important to keep a note of all meetings, progress reports, or any other communication related to the PIP.<\/p>\n\n\n\n<p>This is especially important if the PIP doesn\u2019t result in the intended outcomes.<\/p>\n\n\n\n<p>Consider using management software to help collate and store information in a central repository for future reference.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-5-close-the-plan\">5. Close the plan<\/h3>\n\n\n\n<p>In most cases, individuals will start to improve during the course of their PIP.<\/p>\n\n\n\n<p>However, if an employee\u2019s performance doesn\u2019t improve by the end date agreed in the plan, you may need to consider closing the PIP and determining the next steps.<\/p>\n\n\n\n<p>These could include reassigning or seconding them to another role or function within the organisation, demotion, or ultimately, if there is no avenue left to pursue, termination.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-what-should-a-performance-improvement-plan-include\">What should a performance improvement plan include?<\/h2>\n\n\n\n<p>When considering how to write your performance improvement plan, key aspects to include are:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-clear-identification-of-issues\">Clear identification of issues<\/h3>\n\n\n\n<p>Outline the specific performance opportunities you\u2019d like to explore, challenges you\u2019re looking to overcome, or where your employee is falling short.<\/p>\n\n\n\n<p>These could include factors such as their attendance, ability to meet deadlines, or level of customer service.<\/p>\n\n\n\n<p>To get the best out of the process, this is where you need to provide concrete examples, avoid ambiguity and ensure your employee understands the issues.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-smart-goals\">SMART goals<\/h3>\n\n\n\n<p>When setting goals for your PIP, it\u2019s a good idea to follow the SMART framework (see below).<\/p>\n\n\n\n<p>These goals should be clear and directly related to the performance issues identified.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-defined-timeline-including-dates-for-check-ins\">Defined timeline including dates for check-ins<\/h3>\n\n\n\n<p>Establish a clear timeline for achieving the goals, including start and end dates, with intermediate milestones if necessary.<\/p>\n\n\n\n<p>The timeframe should be reasonable and allow the employee adequate time to improve.<\/p>\n\n\n\n<p>In addition, don\u2019t leave it until after the PIP has been completed to add in dates as it will require more effort to find suitable times to meet.<\/p>\n\n\n\n<p>Instead, add firm dates into plan at the start.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-resources-and-support\">Resources and support<\/h3>\n\n\n\n<p>Specify the resources, training, and support that will be provided to help achieve the goals.<\/p>\n\n\n\n<p>This could include additional training sessions, access to tools, or mentoring, often adapted into a personal improvement plan.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-consequences-of-outcomes\">Consequences of outcomes<\/h3>\n\n\n\n<p>You should clearly state the consequences if performance does not improve (such as reassignment, demotion, or potential dismissal).<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-documentation\">Documentation<\/h3>\n\n\n\n<p>Keep detailed records of all aspects of the PIP process, including initial conversations with the employee and HR, the PIP document itself, progress check-ins, and any adjustments made to the plan.<\/p>\n\n\n\n<p>This is crucial for transparency and accountability.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-what-goals-should-you-include-in-a-performance-improvement-plan\">What goals should you include in a performance improvement plan?<\/h2>\n\n\n\n<p>SMART goals, widely used in South African HR practices, was introduced in <a href=\"https:\/\/community.mis.temple.edu\/mis0855002fall2015\/files\/2015\/10\/S.M.A.R.T-Way-Management-Review.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">1981<\/a> and has been an effective goal-setting method applied across a range of fields including project management, personal development, and employee performance management.<\/p>\n\n\n\n<p>SMART is a structure for creating goals that cover five key criteria: Specific, Measurable, Achievable (also Assignable), Realistic, and Time-bound (also Time-related).<\/p>\n\n\n\n<p>Let\u2019s take a closer look:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-specific\">Specific<\/h3>\n\n\n\n<p>Identify clear areas where performance can or must improve, such as meeting particular deadlines, improving accuracy, or achieving specific sales targets.<\/p>\n\n\n\n<p>This ensures the employee knows exactly what needs to change.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-measurable\">Measurable<\/h3>\n\n\n\n<p>Set goals that allow both your employee and their supervisor to track progress.<\/p>\n\n\n\n<p>For instance, specify that the employee must achieve a 95% accuracy rate in reports or complete tasks within a certain time frame.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-achievable\">Achievable<\/h3>\n\n\n\n<p>Outline who will do what and when (\u201cAssignable\u201d can also be used here). Goals should be directly related to the employee\u2019s job responsibilities and areas of deficiency identified in their performance review.<\/p>\n\n\n\n<p>This ensures the PIP is focused and fair.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-realistic\">Realistic<\/h3>\n\n\n\n<p>Ensure the goals are realistic and attainable given the employee\u2019s current capabilities and resources available.<\/p>\n\n\n\n<p>This encourages improvement without setting them up for failure.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-time-bound\">Time-bound<\/h3>\n\n\n\n<p>Establish a clear timeline for achieving the goals, including start and end dates, with intermediate milestones (\u201cTime-related\u201d can also be used here).<\/p>\n\n\n\n<p>This provides structure, and just enough sense of urgency to motivate your employee to carry out their goals on time.<\/p>\n\n\n\n<figure data-wp-context=\"{&quot;imageId&quot;:&quot;69d0ea2cefe2d&quot;}\" data-wp-interactive=\"core\/image\" data-wp-key=\"69d0ea2cefe2d\" class=\"wp-block-image size-large wp-lightbox-container\"><img loading=\"lazy\" decoding=\"async\" width=\"1440\" height=\"593\" data-wp-class--hide=\"state.isContentHidden\" data-wp-class--show=\"state.isContentVisible\" data-wp-init=\"callbacks.setButtonStyles\" data-wp-on--click=\"actions.showLightbox\" data-wp-on--load=\"callbacks.setButtonStyles\" data-wp-on-window--resize=\"callbacks.setButtonStyles\" src=\"https:\/\/www.sage.com\/en-za\/blog\/wp-content\/uploads\/sites\/9\/2025\/08\/Image-4-1440x593.jpg\" alt=\"A person stands facing a large screen with a green road leading to bar and pie charts, next to text explaining that a performance improvement plan (PIP) is a structured approach for addressing and improving employee performance issues.\" class=\"wp-image-74431\" srcset=\"https:\/\/www.sage.com\/en-za\/blog\/wp-content\/uploads\/sites\/9\/2025\/08\/Image-4-1440x593.jpg 1440w, https:\/\/www.sage.com\/en-za\/blog\/wp-content\/uploads\/sites\/9\/2025\/08\/Image-4-768x316.jpg 768w, https:\/\/www.sage.com\/en-za\/blog\/wp-content\/uploads\/sites\/9\/2025\/08\/Image-4.jpg 1458w\" sizes=\"auto, (max-width: 1440px) 100vw, 1440px\" \/><button\n\t\t\tclass=\"lightbox-trigger\"\n\t\t\ttype=\"button\"\n\t\t\taria-haspopup=\"dialog\"\n\t\t\taria-label=\"Enlarge\"\n\t\t\tdata-wp-init=\"callbacks.initTriggerButton\"\n\t\t\tdata-wp-on--click=\"actions.showLightbox\"\n\t\t\tdata-wp-style--right=\"state.imageButtonRight\"\n\t\t\tdata-wp-style--top=\"state.imageButtonTop\"\n\t\t>\n\t\t\t<svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"12\" height=\"12\" fill=\"none\" viewBox=\"0 0 12 12\">\n\t\t\t\t<path fill=\"#fff\" d=\"M2 0a2 2 0 0 0-2 2v2h1.5V2a.5.5 0 0 1 .5-.5h2V0H2Zm2 10.5H2a.5.5 0 0 1-.5-.5V8H0v2a2 2 0 0 0 2 2h2v-1.5ZM8 12v-1.5h2a.5.5 0 0 0 .5-.5V8H12v2a2 2 0 0 1-2 2H8Zm2-12a2 2 0 0 1 2 2v2h-1.5V2a.5.5 0 0 0-.5-.5H8V0h2Z\" \/>\n\t\t\t<\/svg>\n\t\t<\/button><\/figure>\n\n\n\n<p><strong>Read more: <a href=\"https:\/\/www.sage.com\/en-za\/blog\/employee-work-performance\/\" target=\"_blank\" rel=\"noreferrer noopener\">Performance objectives and examples<\/a><\/strong><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-how-to-complete-a-performance-improvement-plan\">How to complete a performance improvement plan<\/h2>\n\n\n\n<p>Once the objectives of a PIP have been completed, it\u2019s time for you to review the outcomes, close the plan, and consider whether a new plan needs to be put in place.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-step-1-review-and-document-progress\">Step 1: Review and document progress<\/h3>\n\n\n\n<p>As the PIP comes to an end, review your employee\u2019s performance against the established goals.<\/p>\n\n\n\n<p>Document the outcomes in detail, including all aspects of the areas of improvement and any goals that were met.<\/p>\n\n\n\n<p>This ensures transparency and provides a clear record of the employee\u2019s efforts and successes.<\/p>\n\n\n\n<p>Again, don\u2019t forget to highlight all positive progress made to motivate your employee.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-step-2-conduct-a-final-meeting\">Step 2: Conduct a final meeting<\/h3>\n\n\n\n<p>Schedule a final meeting with your employee to discuss the PIP outcomes.<\/p>\n\n\n\n<p>Ensure the meeting is private and free from interruptions, fostering a supportive environment.<\/p>\n\n\n\n<p>Use this time to provide constructive feedback on their progress, celebrate successes, and discuss next steps.<\/p>\n\n\n\n<p>Encourage them to share their perspective and reflect on their journey.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-step-3-address-the-results\">Step 3: Address the results<\/h3>\n\n\n\n<h4 class=\"wp-block-heading\">If goals were met:<\/h4>\n\n\n\n<p>Acknowledge your employee\u2019s efforts and improvements. Highlight the positive outcomes and how these will impact their role moving forward.<\/p>\n\n\n\n<p>Reinforce that meeting the goals is a significant achievement and integrate them into regular performance reviews with new development goals to continue their growth.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">If goals were not fully met:<\/h4>\n\n\n\n<p>Focus on the progress made and discuss the areas that still need improvement.<\/p>\n\n\n\n<p>Clearly communicate the next steps, which may include extending the PIP, offering additional support, or adjusting the goals to better align with the employee\u2019s strengths.<\/p>\n\n\n\n<p>Ensure all actions are documented and consistent with organisational policies.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-step-4-provide-next-steps-and-support\">Step 4: Provide next steps and support<\/h3>\n\n\n\n<p>Regardless of the outcome, you\u2019ll need to outline next steps for your employee.<\/p>\n\n\n\n<p>If the PIP was successful, discuss future goals and ongoing support to maintain and build on the performance improvements.<\/p>\n\n\n\n<p>If further actions are required, provide a clear plan and support to help the employee continue to improve.<\/p>\n\n\n\n<p>This might include additional training, mentoring, or other resources to ensure they feel supported and valued.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-step-5-document-everything\">Step 5: Document everything<\/h3>\n\n\n\n<p>If there is one takeaway from this article, it\u2019s to document everything that happens throughout the PIP process, including the final outcomes and any follow-up actions.<\/p>\n\n\n\n<p>Not only does it protect your organisation and provide a clear record of the support you\u2019ve provided to the employee, but it can help you quickly and confidently address any concern they may have, as well as inform any future decisions related to their performance.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-when-a-performance-improvement-plan-isn-t-the-right-course-of-action\">When a performance improvement plan isn\u2019t the right course of action<\/h2>\n\n\n\n<p>While it\u2019s natural to try to fix all performance issues with a PIP, it\u2019s not always the best approach.<\/p>\n\n\n\n<p>As a reminder, here are six instances where a PIP would not be appropriate.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-1-cases-of-misconduct\">1. Cases of misconduct<\/h3>\n\n\n\n<p>PIPs are not suitable for addressing cases of misconduct, such as theft, harassment, or violence.<\/p>\n\n\n\n<p>Misconduct requires immediate disciplinary action rather than any performance improvement process.<\/p>\n\n\n\n<p><strong>Why?<\/strong> Because misconduct involves behaviours that violate company policies and ethical standards, which can\u2019t be corrected through performance coaching.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-2-lack-of-improvement-potential\">2. Lack of improvement potential<\/h3>\n\n\n\n<p>When there is clear evidence that the employee lacks the fundamental skills or ability to perform the job despite training and support, a PIP will not be effective.<\/p>\n\n\n\n<p><strong>Why?<\/strong> Because if the employee has consistently failed to meet performance standards even after receiving support and training, other actions such as reassignment or termination may be necessary.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-3-immediate-threat-to-safety-or-operations\">3. Immediate threat to safety or operations<\/h3>\n\n\n\n<p>If your employee\u2019s performance poses an immediate threat to their own safety, the safety of others, or critical operations, immediate action is required.<\/p>\n\n\n\n<p><strong>Why?<\/strong> Ensuring workplace safety and maintaining critical operations are top priorities that require swift and decisive action, which PIPs are not designed to provide.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-4-during-probationary-periods\">4. During probationary periods<\/h3>\n\n\n\n<p>The very nature of a probation period means the company is trialling, or testing out the new employee\u2019s fit, skill set and performance.<\/p>\n\n\n\n<p>Therefore, those who are still within their probationary period are not likely to be suitable candidates for a PIP and you should wait until this period finishes before you consider starting the PIP process with them.<\/p>\n\n\n\n<p><strong>Why?<\/strong> Probationary periods are intended for evaluating whether an employee is suitable for a permanent role, and so performance issues during this time may indicate a poor fit.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-5-repeated-failures-to-improve-following-pips\">5. Repeated failures to improve (following PIPs)<\/h3>\n\n\n\n<p>If your employee has previously undergone one or more PIPs without significant improvement, continuing with another PIP may not be productive.<\/p>\n\n\n\n<p><strong>Why?<\/strong> Persistent failure to meet performance standards despite multiple interventions indicates that alternative measures, such as reassignment or termination, may be more appropriate.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-6-role-misalignment\">6. Role misalignment<\/h3>\n\n\n\n<p>When your employee\u2019s skills and abilities do not match the job requirements\u2014for example, if they have been placed in the wrong role\u2014no amount of training or support can bridge this gap.<\/p>\n\n\n\n<p><strong>Why?<\/strong> A PIP is not effective if the root cause of performance issues is a fundamental misalignment between the employee\u2019s capabilities and the job\u2019s demands.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-how-long-should-a-performance-improvement-plan-last\">How long should a performance improvement plan last?<\/h2>\n\n\n\n<p>The timeframe for a PIP can vary from company to company, or even from team to team.<\/p>\n\n\n\n<p>As a rough guide, a PIP should last anywhere between 30 and 90 days, with regular check-ins during that time to monitor progress and make any necessary adjustments to the plan, as well as intermittent check-ins in the months following a PIP.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-how-often-does-a-performance-improvement-plan-work-out-well\">How often does a performance improvement plan work out well?<\/h2>\n\n\n\n<p>The success of a PIP can vary greatly depending on a variety of factors, such as why and how you implement it.<\/p>\n\n\n\n<p>Different personality types have different attitudes to receiving a PIP, and even the same employee may respond differently depending on their mood. <\/p>\n\n\n\n<p>Fundamentally, it depends how well the two parties work together to achieve the intended outcomes.<\/p>\n\n\n\n<p>The more genuine the intention for improvement, the more successful the PIP will tend to be.<\/p>\n\n\n\n<p>And of course, as we\u2019ve discussed, regular check-ins and support from management are vital factors contributing to their success.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-what-is-the-performance-improvement-plan-success-rate\">What is the performance improvement plan success rate?<\/h2>\n\n\n\n<p>Although more research is needed to ascertain the general success rate of performance improvement plans in the workplace, there is evidence to suggest a positive effect.<\/p>\n\n\n\n<p>According to one study, currently almost three-quarters of respondents (<a href=\"https:\/\/www.mckinsey.com\/capabilities\/people-and-organizational-performance\/our-insights\/harnessing-the-power-of-performance-management\" target=\"_blank\" rel=\"noreferrer noopener\">74%<\/a>) report that performance management systems are successful when managers go out of their way to provide effective coaching and feedback, setting the scene for the successful implementation of PIPs.<\/p>\n\n\n\n<p><strong>Read more: <a href=\"https:\/\/www.sage.com\/en-za\/blog\/3-ways-performance-management-has-changed\/\" target=\"_blank\" rel=\"noreferrer noopener\">3 ways performance management has changed<\/a><\/strong><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-final-thoughts\">Final thoughts<\/h2>\n\n\n\n<p>In a bid to improve performance management in the workplace\u2014and elevate employee perception of PIPs\u2014managers need to show their teams they\u2019re giving them the best chance to succeed.<\/p>\n\n\n\n<p>You can use <a href=\"https:\/\/www.sage.com\/en-za\/human-resources\/\" target=\"_blank\" rel=\"noreferrer noopener\">performance management solutions<\/a> to develop workforce talent, streamline PIP processes and build a robust performance management structure.<\/p>\n\n\n\n<div class=\"single-cta gated-content\">\n\t<div class=\"single-cta__positioner\">\n\t\t<div class=\"single-cta__wrapper has-dark-background-color\">\n\t\t\t<div class=\"single-cta__content\">\n\t\t\t\t\t\t\t\t<h2 class=\"single-cta__title h3\">Performance improvement plan (PIP) template<\/h2>\n\n\t\t\t\t\t\t\t\t\t<div class=\"single-cta__description\">\n\t\t\t\t\t\t<p><!-- wp:paragraph --><\/p>\n<p>Ready to draft your performance improvement plan? Here\u2019s a useful template to get you started.<\/p>\n<p><!-- \/wp:paragraph --><\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t<a\n\t\t\t\t\t\thref=\"#gate-e1775735-44d8-416d-8baf-38848f7e8c91\"\n\t\t\t\t\t\tclass=\"single-cta__button button button--primary\"\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t>Download now<\/a>\n\t\t\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\t\t\t\t<img decoding=\"async\" width=\"684\" height=\"384\" src=\"https:\/\/www.sage.com\/en-za\/blog\/wp-content\/uploads\/sites\/9\/2025\/08\/PIP-image-final-684x384-1.jpg\" class=\"single-cta__image\" alt=\"An image of a Performance Improvement Plan template.\" loading=\"lazy\" srcset=\"https:\/\/www.sage.com\/en-za\/blog\/wp-content\/uploads\/sites\/9\/2025\/08\/PIP-image-final-684x384-1.jpg 684w\" sizes=\"auto, (min-width: 48em) 33vw, 100vw\" \/>\t\t\t<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Struggling to deal with employee performance issues? A performance improvement plan (PIP) can help. Learn how to draft and execute PIPs to best effect.<\/p>\n","protected":false},"author":1398,"featured_media":74306,"menu_order":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_sage_video":false,"post_featured_image_hide":false,"footnotes":""},"categories":[26],"tags":[166,185,332,201,337],"business_type":[2,3],"lilypad":[],"context":[],"industry":[],"persona":[12,14,16],"imagine_tag":[53,83,57,99,354,84,74],"coauthors":[404],"class_list":["post-74358","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-people-leadership","tag-business-management","tag-employee-benefits","tag-employing-people-for-the-first-time","tag-hr-payroll","tag-news-insights","business_type-small-business","business_type-medium-business"],"sage_meta":{"region":"en-za","author_name":"Ryan Grundy","featured_image":"https:\/\/www.sage.com\/en-za\/blog\/wp-content\/uploads\/sites\/9\/2025\/08\/Mar2025_Financial-Family-office_0694.jpeg","imagine_tags":{"53":"Business management","83":"Growing business","57":"HR and Payroll","99":"HR software","354":"Looking after employees","84":"Midsized business","74":"News"}},"distributor_meta":false,"distributor_terms":false,"distributor_media":false,"distributor_original_site_name":"Sage Advice South Africa","distributor_original_site_url":"https:\/\/www.sage.com\/en-za\/blog","push-errors":false,"_links":{"self":[{"href":"https:\/\/www.sage.com\/en-za\/blog\/api\/wp\/v2\/posts\/74358","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.sage.com\/en-za\/blog\/api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.sage.com\/en-za\/blog\/api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.sage.com\/en-za\/blog\/api\/wp\/v2\/users\/1398"}],"replies":[{"embeddable":true,"href":"https:\/\/www.sage.com\/en-za\/blog\/api\/wp\/v2\/comments?post=74358"}],"version-history":[{"count":0,"href":"https:\/\/www.sage.com\/en-za\/blog\/api\/wp\/v2\/posts\/74358\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.sage.com\/en-za\/blog\/api\/wp\/v2\/media\/74306"}],"wp:attachment":[{"href":"https:\/\/www.sage.com\/en-za\/blog\/api\/wp\/v2\/media?parent=74358"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.sage.com\/en-za\/blog\/api\/wp\/v2\/categories?post=74358"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.sage.com\/en-za\/blog\/api\/wp\/v2\/tags?post=74358"},{"taxonomy":"business_type","embeddable":true,"href":"https:\/\/www.sage.com\/en-za\/blog\/api\/wp\/v2\/business_type?post=74358"},{"taxonomy":"lilypad","embeddable":true,"href":"https:\/\/www.sage.com\/en-za\/blog\/api\/wp\/v2\/lilypad?post=74358"},{"taxonomy":"context","embeddable":true,"href":"https:\/\/www.sage.com\/en-za\/blog\/api\/wp\/v2\/context?post=74358"},{"taxonomy":"industry","embeddable":true,"href":"https:\/\/www.sage.com\/en-za\/blog\/api\/wp\/v2\/industry?post=74358"},{"taxonomy":"persona","embeddable":true,"href":"https:\/\/www.sage.com\/en-za\/blog\/api\/wp\/v2\/persona?post=74358"},{"taxonomy":"imagine_tag","embeddable":true,"href":"https:\/\/www.sage.com\/en-za\/blog\/api\/wp\/v2\/imagine_tag?post=74358"},{"taxonomy":"author","embeddable":true,"href":"https:\/\/www.sage.com\/en-za\/blog\/api\/wp\/v2\/coauthors?post=74358"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}