Story Framework

Performance Improvement Plan

Structured PIP arc that helps a struggling employee see expectations clearly, understand the gap, and walk into a credible improvement path. Designed to be respectful, specific, and outcome-focused — not punitive.

Beat Diagram

1Introductiontext-1x / text
2Set Expectationstext-1x / text
3Identify Problemstext-1x / text
4Possible Solutionstext-1x / text
5Offer Resourcestext-1x / text
6Motivate Changetext-1x / text
7Follow Uptext-1x / text
8Conclusiontitle / text

Use Performance Improvement Plan in your next deck — for free

STORYD writes a presentation around your topic and applies Performance Improvement Plan across every slide. No template hunting, no copy-paste.

Build a deck with Performance Improvement Plan →

Free, no card. Exports to PPTX.

OPF Config

narratives:performance-improvement-plan

Open Presentation Format

{
  "$schema": "https://openpresentation.org/schema/opf/v1",
  "name": "PPTX.gallery — narratives/performance-improvement-plan",
  "narrative": "performance-improvement-plan",
  "tags": [
    "gallery:narratives/performance-improvement-plan"
  ],
  "slides": [
    {
      "id": "gallery-preview-1",
      "layout": "title-slide",
      "title": "Narrative preview",
      "subtitle": "Storyline scaffolded by the \"performance-improvement-plan\" narrative.",
      "design": {
        "contentBox": false,
        "contentAlignment": "center",
        "titleAlignment": "center"
      }
    }
  ]
}

Open in OPF Playground Open in visual editor

Preview this config live at pptx.dev/playground, or load it in the gallery visual editor.

View registry.json

Pace

30-60 minutes

8 beats

Audience Fit

employeemanagerhr-partner

Beat-by-Beat Guide

Introduction

Begin respectfully and set a constructive tone. Be clear about what this conversation is and isn't. The opening shouldn't catastrophize or sugarcoat — clarity is kinder than either.

Instruction: Begin respectfully and positively

Set Expectations

Detail the level of performance expected in the role. Specific behaviors, deliverables, and standards. Expectations the employee can't quote back are expectations they can't meet.

Instruction: Detail desired performance

Identify Problems

Name the gap between expected and observed performance. Use specific examples and dates rather than impressions. Avoid characterizing the person; focus on the work product and the impact.

Instruction: Highlight struggles and weaknesses

Possible Solutions

Suggest improvement strategies tailored to the gaps named above. Behavior changes, structural changes, support structures. Frame them as paths the employee can choose, not orders to follow.

Instruction: Suggest improvement strategies

Offer Resources

Make explicit what tools, coaching, training, or peer support is available. Resources demonstrate that the organization is investing in the outcome, not setting the employee up to fail.

Instruction: Propose help and tools

Motivate Change

Connect improvement to what the employee values: their growth, their team, their career. Inspire action without minimizing the seriousness of the situation.

Instruction: Inspire improvement action

Follow Up

Schedule the check-ins. Frequency, format, criteria for progress. Predictable follow-up turns a PIP from a threat into a plan.

Instruction: Schedule progress check-ins

Conclusion

Close with confidence in the path forward and a clear restatement of what success looks like. End the meeting having both raised the bar and reaffirmed the relationship.

Instruction: Encourage and remind success