{"id":5349,"date":"2024-07-23T08:09:01","date_gmt":"2024-07-23T08:09:01","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&p=5349"},"modified":"2025-10-29T14:11:17","modified_gmt":"2025-10-29T19:11:17","slug":"performance-improvement-plans","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/talent-management\/performance-improvement-plans\/","title":{"rendered":"5 ways to improve performance improvement plan outcomes"},"content":{"rendered":"\n
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5 ways to improve performance improvement plan outcomes<\/h1>\n\n\n\n

Most performance improvement plans (PIPs) are woefully ineffective. Discover key changes you can make to PIPs to get better talent outcomes.<\/p>\n<\/div>\n<\/div>\n\n\n\n

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Published: July 23, 2024 | by Natasha Wiebusch<\/strong>, Brightmine Marketing Content Manager<\/p>\n\n\n\n

“I’m getting fired.”<\/p>\n\n\n\n

“How do you know?”<\/p>\n\n\n\n

“I just got PIP’d.”<\/p>\n\n\n\n

This conversation is not unique. In fact, most would say it’s a normal reaction to being placed on a performance improvement plan, or PIP. Though PIPs were not originally designed to foreshadow termination, today, that’s how employees perceive them.<\/p>\n\n\n\n

According to Robert Teachout SHRM-SCP, Legal Editor at Brightmine, this makes them poor performance management tools. “PIPs are very often ineffective because employers are using them for termination documentation instead of employee improvement,” says Robert.<\/p>\n\n\n\n

Given their fraught reputation and questionable uses, many employers today avoid using them to improve talent outcomes<\/a>. Some have even suggested scrapping them altogether.<\/p>\n\n\n\n

Still, there may be hope for PIPs in the world of performance management. This article provides changes you can make to the PIP process to get better outcomes and fewer exits.<\/p>\n\n\n\n

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In this resource:<\/h2>\n\n\n\n