The Honest PIP
Write a performance improvement plan that means it
I need to put someone on a performance improvement plan: [ROLE, TENURE, THE GAP WITH SPECIFIC EXAMPLES, WHAT GOOD LOOKS LIKE IN THEIR SEAT, WHETHER I ACTUALLY BELIEVE THEY CAN CLOSE IT]. Draft it straight: the three gaps stated with dated examples (no 'attitude' language - behavior only), what success looks like per gap in measurable terms, the check-in cadence, the support we genuinely offer, and the honest consequence line. If I do not believe they can close the gap, say so and tell me why a PIP is the wrong tool and what to do instead. Flag every point an employment lawyer should review before this is handed over.
Inputs needed
- ■Role, tenure, gap examples, success bar, my honest belief in the outcome
What good output looks like
Gaps are dated behaviors, not adjectives; success bars are measurable; the can-they-close-it question is answered, not dodged; counsel checkpoints named
The stream (0)
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