Free HR tool
Create a fair, clear performance improvement plan in minutes. Pick the performance areas, add real examples, and get SMART goals, support, check-in dates and sign-off you can edit, print or download as Word.
Last updated October 2026
PIP stands for performance improvement plan. In HR, a PIP is a written plan a manager uses when an employee is not meeting the expectations of their role. It lists the specific performance concerns, the goals the employee needs to reach, the support the company will give and the dates on which progress will be reviewed, usually over 30, 60 or 90 days. For when to use one and how to run the conversation, read our complete guide to performance improvement plans.
A good PIP is a genuine chance to improve, not a formality before letting someone go. It works best when the concerns are backed by dated examples, the goals are measurable and the manager checks in regularly. If the issue is a skill gap rather than a performance problem, coaching and constructive feedback in regular one-on-one meetings may be enough.
A PIP works when expectations are specific, the support is real and progress is reviewed on a fixed schedule. The generator gives you that structure; you bring the facts.
Pick the one to three areas that matter most, such as quality of work, deadlines or attendance. Fewer, clearer goals make the plan fair and easier to measure.
List what actually happened, with dates and numbers. Specific examples keep the plan objective and show the employee exactly what needs to change.
Choose 30, 60 or 90 days, how often you will check in, and the support you will give. Generate the PIP, edit it, then review it with HR before you share it.
Every PIP the generator creates follows this eight-part structure. Use it as a checklist if you write a plan by hand.
Name, job title, manager, start date, end date and how often you will meet.
One short paragraph on why the plan exists and what success looks like.
The expected standard for each area, what is happening now, and dated examples.
Specific, measurable goals with a clear deadline for each area of concern.
Training, coaching, 1:1s or workload changes the company commits to.
Dated review meetings so progress is tracked, not judged only at the end.
What happens if goals are met, partly met or not met, in line with company policy.
Signatures from the employee and manager to confirm the plan was discussed.
A sample 60-day PIP created with the generator for a customer support executive, using the balanced tone and weekly check-ins.
Employee: Rahul Mehta, Customer Support Executive. Manager: Anita Rao. Plan period: 1 Oct 2026 to 29 Nov 2026 (60 days), with weekly check-ins.
This plan sets out where your performance is not meeting the expectations of your role, what needs to improve, and the support available to you over the next 60 days.
Weekly 1:1s with Anita Rao, access to relevant training, and a written review of progress at each check-in. Final review on 29 Nov 2026.
The expected standard, a neutral way to describe the concern, and a SMART goal for nine common performance areas. Replace the numbers with targets that fit the role.
A performance improvement plan should give the employee a real chance to succeed. Check your plan against these four points before you share it.
Describe what happened and when, not personality. "Missed 3 of 5 deadlines in September" is fair; "lacks commitment" is not.
Each goal needs a number, a standard or a clear yes or no, and a date. If you cannot measure it, the employee cannot meet it.
Name the training, coaching or workload changes you will provide, and follow through. Support is what separates a PIP from a warning.
Write a short note after each meeting with progress against each goal. HR should review the plan and your notes before any final decision.
Further reading on managing underperformance: Acas guide to managing performance and US Office of Personnel Management on performance management.
Yes, it is completely free. Fill in a short form once with your name, work email and phone number, and you can create up to 10 performance improvement plans. The blank Word template is free to download without any form. No credit card needed.
PIP stands for performance improvement plan. It is a written plan that sets out where an employee's performance falls short of the role's expectations, the specific goals they need to meet, the support they will get and the timeline for review.
A PIP should include employee and plan details, the purpose of the plan, specific performance concerns with examples, SMART improvement goals, the support provided, a check-in schedule, possible outcomes and signatures from the employee and manager.
Yes. Download the performance improvement plan template as a Word file or make a copy in Google Docs, with no form needed. You can also generate a filled-in plan and select Download Word.
Most PIPs run for 30, 60 or 90 days. Use 30 days for simple, clearly measurable issues, 60 days for most roles, and 90 days when goals depend on longer cycles, such as sales quotas or project delivery.
Make each goal specific, measurable, achievable, relevant and time-bound. Tie it to one performance area, include a number or clear standard, and set a date by which it should be met. The goals library on this page has examples for nine areas.
No. A PIP should be a genuine chance to improve, and many employees complete one successfully. If the goals are not met, the company may extend the plan or take further action in line with its policies.
Yes. HR should check that the plan is fair, consistent with company policy and local employment law, and supported by documented examples. This generator creates a draft and is not legal advice.
No. The plan is generated in your browser and its content is never saved. We keep only the name, work email and phone number you enter in the form.
Peoplebox brings goals, 1:1s, feedback and performance reviews into one platform, so managers can track progress against improvement goals in the same place they run reviews. Book a demo to see it.
