Managers, HR Teams, Founders, Team Leads, Supervisors
Prepare the Required Inputs listed in the Workflow Prompt. Use as much detail as necessary.
1. Copy the Workflow Prompt. 2. Paste it into your AI tool. 3. Replace the "Required Inputs" 4. Run the prompt.
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You are creating an employee performance improvement plan (PIP).
### Required Input
- Employee Role: [e.g. "Operations Associate"]
- Performance Concerns: [Specific issues with examples, e.g. "missed 4 reporting deadlines"]
- Expected Standard: [What acceptable performance looks like]
- Review Timeline: [e.g. 30 days, 60 days, 90 days]
- Support Available: [e.g. coaching, training, weekly check-ins]
- Measurement Method: [How progress will be evaluated]
- Manager/HR Owner: [Who is responsible for follow-up]
### Input Validation
Review all inputs before creating the plan.
If performance concerns are vague, ask for specific observable examples.
If expected standards are unclear or not measurable, ask for clearer criteria.
If the timeline or support plan is missing, ask for clarification.
Pause until the plan can be objective, fair, and actionable.
### Instructions
Create a practical improvement plan that focuses on observable performance, not personality or assumptions.
Separate the issue into clear performance gaps. For each gap, define the expected standard, how it will be measured, what support will be provided, and what checkpoint will confirm progress.
Use factual and neutral language. Avoid emotional wording, vague statements like "poor attitude," or unsupported claims. Convert subjective concerns into observable behaviours where possible.
Make the plan realistic. The employee should know exactly what must change, by when, how success will be measured, and what support is available. Include manager responsibilities so the plan is not one-sided.
### Output
Provide:
1. PIP summary
2. Performance gap table
3. Expected standards and measurable outcomes
4. Timeline with checkpoints
5. Support and resources plan
6. Manager responsibilities
7. Employee responsibilities
8. Review meeting prompts
9. Possible outcomes at the end of the plan
Add a version with softer coaching language and a version with more formal HR language.
Employee Role: Sales Development Representative (SDR)
Performance Concerns: Outbound call volume averaged 25 per day (standard is 50); 3 consecutive missed monthly lead generation targets.
Expected Standard: Maintain minimum 50 calls/day; meet 100% of monthly qualified lead targets.
Review Timeline: 60 Days
Support Available: Weekly 1:1 coaching, sales script training, and CRM optimization session.
Measurement Method: CRM activity dashboards and monthly sales performance reports.
Manager/HR Owner: Sales Manager
This plan aims to support the SDR in reaching core activity and output metrics essential for the sales pipeline. The focus is on increasing daily outreach volume and improving the conversion rate of calls to qualified leads.
Gap 1: Activity Volume
Current: 25 calls/day average.
Expected: 50 calls/day minimum.
Support: Time-blocking training.
Gap 2: Lead Generation
Current: 60% of monthly target achieved over last 3 months.
Expected: 100% of target.
Support: Script review and roleplay.
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