Performance Improvement Plans (PIP)


A personal improvement plan is a structured and individualized strategy designed to help someone identify and work towards achieving their personal goals, enhancing skills, and developing in areas one wants to improve on in order to grow and reach their full potential.

A personal improvement plan (PIP) can also be used when an employee is not fulfilling their duties or performance expectations.

A PIP is often used as a performance improvement tool to allow the employee to make the necessary changes and clearly communicate any consequences if the performance does not meet the required standards.


Personal Improvement Plan (PIP) addresses performance or conduct issues with employees in a structured and fair manner.

PIPs usually last 30, 60, or 90 days but can also be extended and adjusted.

Swiss labor laws stipulate that employees must sign a PIP letter (Performance Improvement Plan) and acknowledge receipt.

This document aims to inform the employee of any unsatisfactory job performance or conduct issues that need improvement.

The employee’s signature on the PIP document signifies that they have received and understood the feedback and expectations.


When following the steps: If someone is behaving in a non-VSHNary way, People Operations will advise you should a PIP be the best next action.

Examples of when a PIP is considered:

A Performance Improvement Plan (PIP) is typically implemented when an employee’s performance is not meeting expectations. Here are some factors to consider when determining if a PIP is needed:

  1. Consistency of performance: If an employee’s performance is consistently below the expected standard, it may be time to consider a PIP. This may involve reviewing their job duties, goals, and responsibilities to determine where they fall short.

  2. Communication: If there are issues with communication, either in terms of the quality or quantity of communication, it may be time to implement a PIP. This may involve setting clear expectations for communication, improving listening skills, and ensuring timely and effective communication.

  3. Accountability: If an employee is not taking responsibility for their work or failing to meet deadlines, a PIP may be necessary. This may involve setting clear deadlines and expectations, providing additional training or support, and holding employees accountable for their work.

  4. Employee development: A PIP may be needed if an employee is not meeting expectations due to a lack of skills or knowledge. This may involve identifying areas for improvement, providing training and development opportunities, and setting clear goals for improvement.

A PIP should be seen as a positive opportunity to improve their performance and succeed in their role. It is important to approach the process by setting clear expectations and consequences for failing to meet those expectations.