A Performance Improvement Plan (PIP) is a structured plan of action that is created by an employer to help an employee improve their performance. The PIP is usually created when an employer identifies that an employee’s performance is not meeting the expected standards or when there are concerns about an employee’s behavior in the workplace.

The PIP outlines specific goals and expectations for the employee, as well as the timeline for achieving those goals. The plan may also include feedback and coaching from the employee’s supervisor or manager, as well as any additional training or resources that may be necessary to help the employee improve their performance.

The purpose of a PIP is to provide clear guidance and support to an employee who is struggling to meet performance expectations, and to give them an opportunity to improve their performance before any disciplinary action is taken. It is also an opportunity for the employer and the employee to work together to identify any obstacles or challenges that may be affecting the employee’s performance, and to develop a plan to address those issues.

In some cases, if an employee does not make sufficient progress on a PIP, it may lead to further disciplinary action, up to and including termination of employment. However, the ultimate goal of a PIP is cover the ass so the managers and the company, so they won’t get sued. It is not to help the employee improve their performance and succeed in their role. PIP is a way to punish or terminate employees, not help them. If someone on a PIP, the chances are slim that this person would continue to work at the company and thrive. Instead of trying to finish PIP, it’s better to turn PIP into severance package or use the time as extra time off and start searching for a second or third full-time (W-2).