Presenting the PIP to Your Employee

Now that you’ve got your thoughts on paper, send your completed form to your business partner for review. They can help you make sure that your descriptions are clear enough that your employee will understand the issue, and what they need to improve. Once you and your business partner have signed off, you can present the plan to your employee and get the process started.


Preparing for the conversation

Any time you have to give critical feedback, it can be a challenge, so spend a bit of time preparing what you’re going to say, and thinking about how you’ll respond if your employee is not receptive to your feedback. Check out the Communicating with Transparency and Integrity module for more resources on having difficult conversations.


Here are some things to think about:

  • How might your employee be feeling about this feedback? How can you present the information in a way that feels collaborative and supportive, rather than punitive?

  • How does your employee usually respond to critical feedback? Are they likely to be defensive, or deny that there’s an issue? How will you respond to those issues?


Having the Conversation

  1. Start by clearly explaining the issue, current performance, and expected performance so that you and your employee are on the same page.

  2. Ask if they have any questions, or have any information that they need to share so that you fully understand what their performance looks like from their perspective.

  3. Talk about what they need in order to meet your expectations. Information? Training? Help re-prioritizing their tasks? You can take notes on your and your employee’s suggestions in the PIP template. Make sure that you agree on which suggestions you are going to prioritize during the PIP.

  4. Thank them for the conversation. Let them know that you want them to be successful, and you believe that they can be.

  5. Both you and the employee should sign and date the “acknowledgement of initial conversation” boxes in the template.