By Christina Santillo, SHRM-CP, Senior Human Resources Consultant
The goal of both discipline and a Performance Improvement Plan (PIP) is to correct employee behavior or performance with clear direction and accountability. Choosing which path to take depends on whether the issue is related to policy violations, misconduct, insubordination or skills, performance, or meeting job expectations.
What is a PIP?
A Performance Improvement Plan (PIP) is typically issued when an employee is not meeting performance expectations in their role. A PIP is designed to coach, train, and support the employee so they can meet job requirements.
For a PIP to be effective, managers should:
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Provide examples of how the employee is not meeting expectations
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Clearly define performance expectations
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Provide specific goals and measurable outcomes
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Offer regular feedback and support
PIPs usually last 30, 60, or 90 days, with scheduled check-ins to track progress. At the conclusion of the PIP, the employee either successfully meets the required performance expectations or faces termination for failing to do so.
What about Written Warnings?
Written warnings are generally used when an employee violates a company policy or rule. Common examples include:
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Attendance issues
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Insubordination
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Safety violations
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Other misconduct that falls outside of performance gaps
Unlike a PIP, which is corrective coaching, a written warning is disciplinary, and addresses conduct that must stop immediately.
All disciplinary actions should specify:
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What occurred – Describe the policy violation or unacceptable conduct, including a specific example or incident to illustrate what happened.
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Expected improvement – Include clear direction on how the employee can correct the issue going forward.
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Next steps – Establish the expectation that additional written warnings and/or termination will follow if the behavior continues.
Document Everything!
When an employee is not meeting expectations, it is the employer’s responsibility to address the issue promptly, whether through discipline or a PIP. While these conversations can sometimes be uncomfortable, they are essential for protecting the company against lawsuits or unemployment claims. Regardless of the method used, it is essential that the process be documented. Without clear documentation, an employer has little to no proof to support their case.
Need Help?
If you are an employer with questions about writing a PIP, implementing disciplinary steps, or proper documentation, or if you have questions about any HR issue, contact our Risk Management Division by phone at 855-873-0374 or by email at . We will be happy to help!
