PIP: The End or a New Beginning?

Let’s talk about PIPs.

Performance Improvement Plans usually trigger fear - for both sides.

For the employee, it feels like the final warning.
For the leader, it’s a strong sign that something’s not working.

But what if we saw PIPs differently?

Yes - PIPs often reflect a breakdown.
But what if a PIP could be the beginning - of self-awareness, renewal, and growth?

✨ For the employee, it’s a call to reflect and rise.
✨ For the leader, it’s a moment to show what real support looks like.

Because behind every PIP is a simple truth:
Performance isn’t just about output. It’s about connection, clarity, and commitment.

💬 Getting to successful performance starts with a conversation, not a lecture. It should be a dialogue that involves both sides.

It stands on three powerful pillars:

🌱 Reality – Let’s get clear on what’s happening. Specific, honest, and constructive.
🎯 Expectations – What does great look like? What’s the impact we’re aiming for?
🧠 Connecting the Dots – How do we close the gap together? What’s our first step forward?

📈 Performance growth follows the S-curve—starting with the Launch Point, where support is essential, followed by the Sweet Spot, and finally, Mastery.
Each phase brings its own challenges and opportunities for growth.

Curious to dive deeper? Check out my recent post on the S-curve model.

🔑 From Breakdown to Breakthrough

• A PIP can be a reset button, not a red flag.

• Conversations shape outcomes. Choose clarity over confusion, and partnership over pressure.

Growth is possible - when we believe in it, name it, and work toward it together.