What a Good PIP Conversation Actually Sounds Like

Let’s walk through two versions of the same conversation.

Scenario: A team member has been underperforming for weeks. It’s time for a performance plan.

How it usually goes:

Manager: So... we need to talk about your performance.

Employee: (instantly shuts down)

Manager: We’ve documented some issues. HR wants us to put you on a PIP.

Employee: Wait—what?!

Manager: It’s standard. You have 30 days to improve.

Employee: Improve what exactly?

Manager: (hands them a generic doc) Just… hit the targets, okay?

>> Vague. Cold. Zero clarity. Everyone walks away confused, defensive, and counting the days.

Now let’s do it better:

Manager: Can we check in? I’ve noticed a few things that aren’t working, and I want to talk through them together.
Employee: Sure.

Manager: Here’s what I’ve observed, and why it matters. I want us to be clear on expectations and how I can support you.
Employee: Okay, that helps.

Manager: I’d like to put a performance improvement plan in place with milestones, feedback loops, and space for questions. This is to give you the support you need so you can be successful and be clear on expectations.
Employee: OK.

>> Specific. Human. Clear. This is what accountability with respect looks like.

Performance plans don’t have to be a trap.
But they do need structure, scripts, and real conversations.

That’s why I built the Performance Management Toolkit + Live Training - to give managers, HR department of one, and owners exactly what to say, do, and document when it counts.

·         Templates that don’t suck

·         Scripts that sound like a human

·         A system you can actually follow

·         Bonus: live training on how to use it all with confidence

👉 Grab the toolkit + training access now

Your team deserves more than vague paperwork and awkward silence. Let’s fix it.

#Leadership #HRThatWorks #PerformanceManagement #PeopleOps #StartupCulture #SmallBusiness #HR #Leadership