The gap, in specifics
Which expectations are not being met, at what level, with what evidence? If you can't write this clearly, they can't act on it.
What success looks like
- Observable behaviours or outputs required by the end of the plan
- How you'll measure them
- Who else will be involved in evaluating (skip, peer, HRBP)
Support and cadence
Weekly 1:1s dedicated to the plan, resources they can pull on, and a clear line for what's proactively offered vs. what they need to ask for.
Outcomes
Three possible endings — off plan, extended, or exit — and what each requires. Ambiguity here is where PIPs become cruel.
Common pitfalls
- — Using a PIP as a checkbox on the way to termination. That's a legal and ethical problem.
- — Vague success criteria. If you can't measure it, don't put it in the plan.
- — Going quiet after the kickoff. The plan needs weekly attention.