Turn a difficult performance conversation into a fair, documented, balanced PIP, tailored to the role, the specific concerns and how long you want the plan to run, in about a minute. Free to try, no sign-up for a first draft.
Fill the details, the AI drafts the plan:
Your result appears here
Describe the situation and get a complete, balanced plan, in about a minute.
Enter the role, the plan duration (commonly 30, 60 or 90 days) and what is not currently meeting expectations.
Add the performance or behaviour gaps as plainly as you can. Specifics in, specifics out.
It drafts measurable goals for each concern, the support on offer, a check-in cadence and a clear review date.
Adjust the tone, timelines and expectations, then finalise it for your own conversation and records.
The language stays neutral and professional rather than tied to any single country’s HR jargon, so it works wherever you hire.
Built around the actual concerns you document, not a generic template. Each stated problem becomes a measurable, time-bound target.
Objective, performance-based phrasing that is firm about standards and respectful about the person, so it holds up under scrutiny.
Clear targets and a review schedule, so progress is trackable and nobody arrives at the deadline surprised.
Prompts for the training, tools or coaching the company will provide, so the plan is a genuine path to improve, not just a warning.
Wanting consistency and fairness across every PIP a company issues, and a defensible written record.
Handling a difficult performance conversation for the first time, without an HR department to lean on.
Who know a report is struggling and want to give them a genuine, structured chance to turn it around.
Giving clients a fast, defensible first draft before the detailed, situation-specific edits.
A performance improvement plan is one of the hardest documents a manager ever writes, and one of the easiest to get wrong. Rushed PIPs read like a paper trail for a firing. Vague ones (“improve communication”) give the employee nothing to actually improve. A plan earns its name only if it is genuinely designed to help someone succeed, concrete about the gap, clear about the standard and honest about the support on offer.
| Element | What good looks like |
|---|---|
| A specific description of the gap | Grounded in observable facts and examples, not opinions or personality judgements. |
| Clear, measurable expectations | What meeting the standard looks like, expressed as targets the employee can actually track. |
| A defined timeframe | A start date, a review date and any interim milestones. |
| Support and resources | The training, mentoring, tools or clarified priorities the employer commits to providing. |
| Regular check-ins | Scheduled conversations, so progress or the lack of it is discussed early and often. |
| A stated outcome | What happens if goals are met, and what happens if they are not, so nothing is ambiguous. |
The quality of the plan follows the quality of your input. “Missed 4 of the last 6 deadlines” produces a far better plan than “unreliable”. The builder turns each stated concern into a measurable, time-bound goal, proposes the support the company will offer, sets a check-in rhythm and defines a clear review point. A PIP that lists demands but offers no support, sets no measurable bar or springs the verdict at the end is not a fair plan, it is a formality. Every section stays fully editable, so you can reshape the goals, timelines and tone to fit the person and the situation before it is used.
The rest of the HR document toolkit.
Guides on goals, performance and reviews.
Please note: Drafts are AI-generated and can contain errors or omissions. Review the output and adapt it to your organisation and local law before use. It is a starting point, not legal advice.
Part of the HRTailor HR OS
Everything you create here auto-saves to your Document Vault, ready for e-signature, your employee records and automated workflows. One login runs your whole HR.
Is a PIP a step toward termination?
No. A well-run Performance Improvement Plan (PIP) is a structured, time-bound chance to improve, with clear expectations and support. It protects both the employee and the organisation by documenting the process fairly.
How long should a PIP run?
Most run 30, 60 or 90 days. The tool lets you set the duration, review frequency and the specific concerns and expectations.
Is the generated PIP legally sound?
It produces a fair, documented, role-specific draft aligned to common practice. For high-risk cases, have your HR or legal advisor review it before issuing.
Can I tailor it to the employee's role and concerns?
Yes. You enter the role, specific performance concerns, expectations and support offered, and the plan is built around them.
