A Performance Improvement Plan (PIP) can be issued for reasons beyond measurable metrics like production, quality, and attendance. DolFinContent notes that PIPs can also address softer aspects such as communication, teamwork, attitude, or alignment with company values—even if your output is excellent.

Competitors like SHRM, Indeed, and Glassdoor highlight that sometimes managers use PIPs to document issues formally, protect the company legally, or set expectations for behavior rather than output. If you find yourself on a PIP despite high performance, it’s important to request clarity on the specific areas of concern and keep detailed records of your work.

Stay professional, address the feedback constructively, and seek HR guidance if the PIP seems unwarranted or retaliatory.

Need strategies for navigating a PIP while protecting your career? Contact us at www.dolfincontent.com.