Performance improvement plan examples.

PERFORMANCE IMPROVEMENT PLAN Employee: Jordan Chen Role: Senior Account Executive, North America Manager: Sarah Williams, VP Sales HR partner: Marcus Patel, Senior HRBP Plan period: March 1, 2026 – April 30, 2026 · 60 calendar days Final review: April 30, 2026 ────────────────────────────────────────── PERFORMANCE CONCERNS This Performance Improvement Plan addresses sustained underperformance in the Senior Account Executive role. Concern 1: Quarterly quota attainment Q4 2025: 62% of $1.2M quota ($744K closed) Q1 2026: 58% of $1.2M quota ($696K closed) Team average over same period: 94% Evidence: Salesforce attainment reports, Q4 2025 and Q1 2026 Concern 2: Pipeline coverage Required: 3x quarterly quota in qualified pipeline at start of quarter Q1 2026 starting pipeline: 1.4x ($1.68M against $1.2M quota) Q2 2026 starting pipeline: 1.6x ($1.92M) Evidence: Q1 and Q2 pipeline snapshots dated Jan 5 and Apr 6, 2026 Concern 3: Call volume Required: 60 dial-outs per week for AEs in this segment Observed average over Q1 2026: 22 dial-outs per week Evidence: Outreach activity logs, Q1 2026 ────────────────────────────────────────── OBJECTIVES (must be met by April 30, 2026) Objective 1: Achieve 85% or higher quota attainment for the plan period. Measurement: Closed-won revenue attributed to Jordan in Salesforce, March 1 – April 30, 2026. Resources: Weekly pipeline review with manager. Access to enablement team for two structured deals. Objective 2: Build and maintain qualified pipeline of $2.4M+ (2x annualized quota at any point during plan). Measurement: Salesforce pipeline reports, weekly snapshot. Resources: SDR collaboration for outbound assistance, marketing-generated leads prioritized. Objective 3: Average 50+ dial-outs per week. Measurement: Outreach activity log, weekly average. Resources: New laptop and headset arriving March 5. Battery-life issue resolved. ────────────────────────────────────────── MILESTONES Day 14 check-in: March 14, 2026 Reviewer: Sarah (manager). Discussion: early pipeline build, dial-out trajectory, blockers. Day 30 review: March 31, 2026 Reviewer: Sarah + Marcus (HR). Written progress assessment. Three possible outcomes: continue, additional support, end plan early. Day 60 final review: April 30, 2026 Reviewer: Sarah + Marcus + VP Sales (Pat Liu). Written assessment. Decision: objectives met (plan closes), partially met (possible extension), not met (employment ends). ────────────────────────────────────────── SUPPORT PROVIDED - Weekly 1:1 with Sarah, focused entirely on PIP progress (Tuesdays, 30 min) - Sales enablement coaching for two specific in-flight deals - SDR partnership (one dedicated SDR for outbound assistance) - Updated equipment by March 5 - Marcus (HR) available for confidential conversations ────────────────────────────────────────── CONSEQUENCES OF NON-COMPLETION Failure to meet the objectives above in the judgment of the reviewers will result in termination of employment, effective April 30, 2026, or earlier if there is no realistic path to meeting the objectives. Employment remains at-will throughout. ────────────────────────────────────────── Acknowledgment signatures: Employee: __________________________ Date: __________ Manager: __________________________ Date: __________ HR: __________________________ Date: __________

PERFORMANCE IMPROVEMENT PLAN Employee: Alex Martinez Role: Staff Software Engineer, Platform Manager: David Kim, Engineering Manager HR partner: Lin Chen, Senior HRBP Plan period: February 12, 2026 – April 12, 2026 · 60 calendar days Final review: April 12, 2026 ────────────────────────────────────────── CONTEXT This Performance Improvement Plan addresses sustained conduct issues that have affected team functioning, despite strong individual technical contributions. CONCERNS Concern 1: Disrespectful communication in team forums Specific incidents: - Jan 8, 2026: Engineering all-hands. Public dismissal of another engineer's proposal with sarcastic comment, captured in meeting recording. - Jan 22, 2026: Slack #platform channel, response to a junior engineer's question characterized by senior peers as condescending and unhelpful. - Feb 4, 2026: Architecture review meeting. Verbal interruption of presenting engineer; meeting facilitator paused the conversation to address. Evidence: Meeting recordings dated above; #platform channel messages; written feedback from three peers received via HR confidential channel. Concern 2: Pattern of negative feedback in 360 reviews Q4 2025 360 feedback: 4 of 5 peer raters specifically noted "hard to work with," "dismissive," "creates friction." Feedback was anonymized but consistent. Evidence: Q4 2025 360 review document. ────────────────────────────────────────── OBJECTIVES (must be met by April 12, 2026) Objective 1: No further escalated concerns from peers or leadership during the plan period. Measurement: HR will receive no new written complaints from peers or skip-level leadership. Manager will track all team interactions during plan period. Resources: Weekly 1:1 with David. Optional executive-communication coaching with [external coach name]. Objective 2: Demonstrably constructive participation in team meetings. Measurement: At least three meetings per week observed by manager directly or via meeting recordings. Manager looking for: active listening behaviors, building on others' ideas verbally, refraining from interrupting, asking questions rather than offering critique. Resources: Manager observation, monthly written feedback from David. Coaching as above. Objective 3: Complete a 360-feedback survey at day 45 with no rater rating "hard to work with" or equivalent. Measurement: Anonymous survey of the same 5 raters from the Q4 2025 360. Resources: Coaching, weekly 1:1, peer mentorship from a senior engineer outside Alex's team. ────────────────────────────────────────── MILESTONES Day 14 check-in: February 26, 2026 Day 30 review: March 14, 2026 Day 45 milestone: March 29, 2026 (360 survey) Day 60 final review: April 12, 2026 ────────────────────────────────────────── SUPPORT PROVIDED - Weekly 1:1 with David (Wednesdays, 45 min) - Optional executive coaching with [coach] — 2x/month sessions - Mentorship pairing with senior engineer outside platform team - HR partner available ────────────────────────────────────────── CONSEQUENCES Failure to meet the objectives will result in termination of employment, effective April 12, 2026. ────────────────────────────────────────── Editorial note for the manager: Behavior PIPs are harder than performance PIPs because "behavior" is subjective. The discipline is to convert subjective observations into measurable indicators (specific incidents, named raters, observable behaviors). Avoid adjectives without examples. ────────────────────────────────────────── Employee: __________________________ Date: __________ Manager: __________________________ Date: __________ HR: __________________________ Date: __________

PERFORMANCE IMPROVEMENT PLAN Employee: Riley Thompson Role: Customer Support Specialist, Tier 2 Manager: Priya Sharma, Support Operations Manager HR partner: Marcus Patel, Senior HRBP Plan period: March 17, 2026 – April 17, 2026 · 30 calendar days Final review: April 17, 2026 ────────────────────────────────────────── CONCERNS This Performance Improvement Plan addresses attendance issues that have exceeded the thresholds set in the company's attendance policy. Concern 1: Unscheduled absences Company policy: maximum 3 unscheduled absences per rolling 90-day period (excluding protected leave). Observed: 7 unscheduled absences in the 90 days ending March 14, 2026. Specific dates: Dec 18, Dec 29, Jan 9, Jan 22, Feb 6, Feb 28, March 11. Evidence: Attendance log. Concern 2: Late arrivals Company policy: tardiness beyond 15 minutes 3+ times in a rolling 30-day period requires manager intervention. Observed (Feb 1 – March 14, 2026): 9 instances of tardiness exceeding 15 minutes. Evidence: Timekeeping system logs. ────────────────────────────────────────── IMPORTANT NOTE — PROTECTED LEAVE This plan does not include any absences that may qualify as FMLA leave, sick leave under [State] law, or accommodations for disability or pregnancy. If any of the absences listed above are related to a protected condition, please notify HR within the 48-hour review window so that this plan can be adjusted. ────────────────────────────────────────── OBJECTIVES (must be met by April 17, 2026) Objective 1: Zero unscheduled absences during the 30-day plan period. Measurement: Attendance log, March 17 – April 17. Exception: scheduled and approved leave (PTO, FMLA, jury duty, etc.) does not count. Objective 2: No tardiness exceeding 5 minutes during the 30-day plan period. Measurement: Timekeeping system logs. ────────────────────────────────────────── MILESTONES Day 7 check-in: March 24, 2026 Day 14 check-in: March 31, 2026 Day 21 check-in: April 7, 2026 Day 30 final review: April 17, 2026 ────────────────────────────────────────── SUPPORT PROVIDED - Weekly 1:1 with Priya - Confidential conversation with HR about any underlying causes - Flexibility on schedule (the support shift can be moved if commute or family circumstances require it) - Reference to Employee Assistance Program (EAP) if useful ────────────────────────────────────────── CONSEQUENCES Failure to meet the objectives will result in termination of employment, effective April 17, 2026. ────────────────────────────────────────── Employee: __________________________ Date: __________ Manager: __________________________ Date: __________ HR: __________________________ Date: __________