Should You Seek Advice When Facing a Performance Improvement Plan at Work?

Performance Improvement Plans (PIPs) can come out of the blue and leave you feeling stressed and questioning your job security.  While they are an opportunity to identify areas for improvement and help formulate a plan for that improvement, they can be used incorrectly or inappropriately as a form of punishment or opportunity for dismissal.  If you are facing a Performance Improvement Plan at work, make sure you are informed of what that should look like so that you know when to seek advice and protect your rights.  

What is a Performance Improvement Plan (PIP)?

A Performance Improvement Plan (PIP) is a formal document that tells you there are areas where your performance is not meeting expectations. It also informs you of what you need to do to improve. PIPs are meant to help you get back on track but they can feel intimidating.

If you are placed on a PIP make sure to read it carefully. It should include:

• Objectives: What outcomes are expected? (E.g., “Raise sales by 10%,” “Improve response time on client emails to under 24 hours.”)

• Metrics and Standards: How will performance be measured? What numbers, quality standards, or behaviors matter?

• Timeline: How long do you have? One month, 30 days, 60 days?

• Check‑In Dates: When will reviews happen? Weekly, bi‑weekly, end-of‑plan?

• Consequences and Support: What happens if you improve or don’t? What help is available?

Having these details in writing gives you a roadmap. It also helps you track your success and prepare for conversations.  If your PIP is missing one or more of these things, you may want to ask for them to be added.  

What to look out for

It’s important to keep your wits about you when a PIP is being set up.  Keep an eye out for the following red flags and act quickly if you feel that the plan is unfair.  

Vague or unclear expectations

If anything is confusing, like what exactly “improvement” means or how your performance will be measured, that can be a red flag.  For example if you feel like you don’t know what “acceptable performance” looks like, the expectations set are unfair or unrealistic, or you’re unclear on how you’ll be reviewed, then it’s important that you seek clarification to ensure you are on the right track.  Talk to whomever set the PIP, ask them to clarify the areas causing confusion, and ensure you are both on the same page.  

Unusual criticism or comparison

Often the scrutiny a PIP puts you under can feel unfair or a bit like bullying or discrimination rather than performance management. Particularly if your boss suddenly points out issues that were never a problem in the past or you're being compared to or treated differently to colleagues in ways that don’t make sense.  Maybe your PIP seems focused on personal criticism rather than actual performance issues.   In these instances, your PIP may not be fair or reasonable and you may need some advice to deal with the way you are being treated.  

Unrealistic time frames

The timelines for a PIP can also be an indicator or whether it is fair or not.  A fair PIP gives enough time to work on improvements. But if your timeline is too short, or the goals are impossible to meet, that’s a concern.  When assessing whether your PIP is fair, you should consider if the deadline is realistic given the job tasks specified and whether the expectations are achievable with proper support?  

Lack of support

Performance Improvement Plans should come with support not just a list of criticisms and this can include training or coaching, clear feedback on how to improve and regular check-ins to see how you’re doing.  If you’re not getting help or feedback, a PIP becomes much harder. 

Serious consequences

Some PIPs are relatively informal. Others are a step toward discipline or termination.  If your PIP mentions job loss or demotion as a consequence or feels like a warning rather than just a chance to improve then it’s time to seek advice.  

What to do if you are put on a Performance Improvement Plan

The temptation to panic or quit when put on a PIP can be strong.  Where possible, approach it calmly and take the following steps to set yourself up for success.  

1. Read the PIP carefully. Write down what’s unclear, unfair, or concerning.

2. Ask questions. If any part feels confusing, ask your manager or HR for more explanation, preferably in writing.

3. Take notes. Keep records of feedback, dates, and any help you’re given.

4. Reach out for help.  Don’t wait until you feel stuck. 

5. Set a plan. Work out a plan for what you need to do to meet the PIP requirements.

When to seek help

Every PIP is different but there are some clear signs that yours may not be going in a good direction:

• You don’t understand what’s expected,

• You think the PIP is designed to fail,

• The time frame is too short or goals are unrealistic,

• There’s zero support offered to help you improve,

• Your job might be at serious risk if you don’t meet the goals, and/or

• Something feels off about how the PIP was delivered or managed.

If your PIP has you  feeling confused, stressed, or uncertain, don’t wait. Seek advice from an employment advocate, someone who understands both the law and the human side of work. Call for a free consultation today.  MathewsWalker.co.nz | 0800 612 355

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