How long should a performance improvement plan last?

A PIP typically lasts between 30 and 90 days, depending on the role, the issues involved, and the time reasonably needed for improvement.

What improvement actions can be included in a PIP?

Improvement actions may include extra training, mentoring, clearer targets, workload adjustments, regular feedback meetings, revised procedures, or support with tools and resources.

How should performance issues be documented?

Employers should use specific evidence such as examples of missed targets, errors, customer complaints, quality concerns, attendance records, or failure to meet agreed objectives.

Can an employee respond to a performance improvement plan?

Yes. An employee can comment on the PIP, ask questions, raise concerns, suggest support needed, and request amendments if the plan is unclear or inaccurate.

What happens if an employee improves during a PIP?

If performance improves, the employer may close the PIP and confirm the outcome in writing. Continued monitoring may still be appropriate for a set period.

What happens if an employee fails a performance improvement plan?

If there is insufficient improvement, the employer may extend the plan, issue a warning, move to a capability meeting, or consider dismissal, depending on the circumstances and procedure followed.

Can an employee be dismissed after a PIP in the UK?

Yes, but dismissal should normally follow a fair capability process, including clear warnings, reasonable support, review meetings, and consideration of alternatives.

Is a PIP the same as a disciplinary warning?

A PIP should focus on performance improvement, while a disciplinary warning is a formal sanction. However, a PIP may run alongside or lead into a capability or disciplinary process.

Should reasonable adjustments be considered in a PIP?

Yes. Employers should consider reasonable adjustments where poor performance may be linked to a disability, health condition, pregnancy, or other protected characteristic.

Can I use an AI-generated performance improvement plan in the UK?

UK employers can use an AI-generated performance improvement plan as a starting point, but it should be reviewed, tailored to the facts, and checked for legal and HR suitability.

EN-GB>Governance>Performance Improvement Plan>United Kingdom Performance Improvement Actions

Performance Issues And Improvement Actions In The United Kingdom

Created: 9 Jun 2026

This dataset helps readers understand common workplace performance issues and practical improvement actions. For broader guidance, see the AI Generated Performance Improvement Plan for use in the United Kingdom category page.

Specific Issue	Typical Indicators	Relevant Evidence	Suggested Improvement Actions	Impact Level
Time management
Repeatedly missing agreed deadlines	Late submissions, rushed work, frequent deadline extensions	Project plans, task logs, email timelines, missed milestone reports	Set weekly priorities, use task tracking, agree interim milestones, hold progress check-ins	High
Poor prioritisation of urgent tasks	Important tasks delayed while low-value work is completed	Task lists, manager instructions, workload records, delivery reports	Use priority matrix, agree daily top tasks, clarify escalation rules	Medium
Productivity
Taking too long to complete routine work	Output below peers, backlog growth, regular unfinished tasks	Productivity reports, workflow data, work allocation records	Review workflow, remove blockers, provide coaching, set output targets	Medium
Low sales conversion rate	Few closed deals, weak pipeline movement, missed sales targets	CRM reports, call notes, sales dashboards, target records	Provide call coaching, review scripts, shadow top performers, set conversion milestones	High
Quality of work
Frequent errors in completed work	Rework, rejected outputs, quality complaints, inconsistent standards	Quality checks, corrected drafts, audit logs, manager review notes	Use checklists, peer review, refresher training, staged sign-off	High
Incorrect data entry	Wrong records, duplicate entries, customer details amended later	System audit trails, error logs, corrected records, sampling results	Introduce double-check process, data entry training, error-rate targets	Medium
Incomplete records or documentation	Missing fields, unclear notes, undocumented decisions	Case files, CRM records, audit findings, document samples	Provide templates, minimum standards, file review schedule, coaching	Medium
Communication
Unclear written communication	Confusing emails, missing key details, repeated clarification requests	Email samples, customer messages, internal feedback, revision history	Use email templates, proofread before sending, attend writing training	Medium
Slow responses to colleagues or clients	Unanswered emails, missed messages, delayed customer updates	Email timestamps, ticket response times, customer feedback, SLA reports	Set response standards, schedule inbox checks, use holding replies	Medium
Not listening to instructions or feedback	Repeated misunderstandings, same corrections, incorrect task execution	Meeting notes, feedback records, corrected work, instruction logs	Confirm instructions in writing, summarise actions, attend feedback sessions	Medium
Customer service
Poor handling of customer enquiries	Low satisfaction scores, unresolved issues, complaints about tone	Customer complaints, call recordings, survey scores, ticket audits	Provide customer service coaching, review calls, use escalation scripts	High
Failure to resolve complaints properly	Repeat complaints, escalations, missed complaint deadlines	Complaint files, escalation logs, customer correspondence, resolution data	Refresh complaint process training, monitor cases, agree resolution checklist	High
Compliance
Failure to follow internal procedures	Skipped steps, unauthorised shortcuts, inconsistent process compliance	Procedure documents, audit findings, case reviews, system logs	Refresher training, process checklist, supervisor sign-off, compliance reviews	High
Ignoring health and safety procedures	Unsafe practices, missing PPE, unreported hazards, near misses	Risk assessments, incident reports, training records, inspection notes	Repeat safety training, observe work, require PPE checks, review risk controls	High
Poor handling of personal data	Misdirected emails, insecure files, unnecessary data sharing	Incident reports, email records, access logs, data breach reviews	Data protection refresher, email checks, access controls, handling checklist	High
Attendance and reliability
Frequent short-term absences affecting work delivery	Repeated absences, missed handovers, disrupted service coverage	Absence records, return-to-work notes, rota gaps, workload reports	Hold absence review, consider health support, plan cover, set attendance expectations	Medium
Persistent lateness	Late starts, missed meetings, delayed customer coverage	Clock-in records, timesheets, meeting attendance logs, manager notes	Agree punctuality target, identify causes, adjust travel planning, monitor start times	Medium
Unreliable availability during working hours	Offline without notice, missed calls, unavailable for agreed shifts	System status logs, call records, rota records, missed meeting notes	Clarify availability rules, use calendar blocks, set contact expectations	Medium
Teamwork
Poor collaboration with colleagues	Limited information sharing, duplicated work, friction in team tasks	Peer feedback, project records, handover notes, meeting observations	Define team responsibilities, schedule handovers, set collaboration goals	Medium
Incomplete handovers	Missing updates, duplicated queries, colleagues unable to continue work	Handover documents, shift notes, colleague feedback, incident records	Use handover template, agree cut-off times, review sample handovers	Medium
Workplace conflict affecting performance	Avoidance, tense meetings, reduced cooperation, escalated disagreements	Meeting notes, manager observations, complaints, mediation records	Set behaviour expectations, facilitate mediation, agree communication ground rules	High
Skills and competence
Insufficient technical knowledge for the role	Repeated technical mistakes, excessive support needed, slow problem solving	Work samples, technical assessments, support tickets, training records	Targeted training, mentoring, supervised tasks, competence milestones	High
Poor use of required software systems	Incorrect system entries, inefficient workarounds, support dependency	System logs, helpdesk tickets, user audit reports, training attendance	Provide system training, quick guides, practice tasks, user confidence checks	Medium
Failure to apply completed training	Old mistakes continue, procedures not used, limited behaviour change	Training records, work samples, coaching notes, post-training assessments	Set application tasks, observe practice, provide feedback, retest competence	Medium
Management performance
Ineffective management of direct reports	Unclear instructions, missed one-to-ones, team underperformance	Team KPIs, one-to-one records, employee feedback, project outcomes	Provide management coaching, set one-to-one cadence, review team objectives	High
Poor delegation of work	Bottlenecks, uneven workloads, late delivery, unclear ownership	Work allocation records, team feedback, deadline logs, workload reviews	Map responsibilities, delegate with deadlines, track ownership, review capacity	Medium
Judgement and decision-making
Making poor operational decisions	Avoidable losses, inconsistent decisions, preventable escalations	Decision logs, incident reviews, approval records, financial impact data	Agree decision thresholds, require consultation, use risk assessment checklist	High
Failure to escalate issues promptly	Problems discovered late, unresolved blockers, surprise incidents	Incident timelines, emails, ticket histories, escalation logs	Define escalation triggers, set reporting deadlines, review live cases weekly	High
Initiative and ownership
Lack of ownership of assigned work	Waiting for prompts, unresolved blockers, limited follow-through	Task updates, manager notes, project records, missed follow-ups	Set ownership expectations, require status updates, agree next-step plans	Medium
Weak problem-solving approach	Repeats same issue, offers no options, escalates minor problems	Case notes, incident reviews, manager feedback, solution proposals	Use root cause analysis, prepare options before escalation, coaching sessions	Medium
Targets and KPIs
Consistently missing agreed KPIs	Below-target metrics, repeated monthly shortfalls, widening performance gap	KPI dashboards, performance reports, target letters, benchmarking data	Break targets into weekly goals, review barriers, provide coaching, monitor metrics	High
Low output volume compared with role expectations	Fewer cases closed, low production count, backlog contribution	Output reports, case closure data, rota records, workload allocation	Set daily output target, review blockers, streamline tasks, check workload balance	Medium
Remote and hybrid working
Poor performance while working remotely	Reduced output, missed updates, unclear availability, delayed responses	Output records, system activity, meeting attendance, communication logs	Clarify remote expectations, schedule check-ins, agree availability and deliverables	Medium
Missing required online meetings	Repeated non-attendance, late joining, lack of updates	Calendar invites, attendance logs, meeting notes, manager records	Use calendar reminders, confirm attendance expectations, require pre-meeting updates	Low
Professional standards
Unprofessional online communication	Abrupt messages, inappropriate chat comments, poor video meeting conduct	Chat logs, meeting recordings, complaints, witness statements	Set communication standards, provide coaching, review meeting etiquette	Medium
Negative attitude affecting work outcomes	Resistance to tasks, dismissive tone, reduced cooperation	Manager observations, peer feedback, meeting notes, customer comments	Clarify behavioural expectations, coach on professionalism, agree observable behaviours	Medium
Regulated role standards
Failure to meet role-specific regulatory standards	Failed audits, compliance breaches, missing professional records	Audit reports, regulator guidance, supervision notes, training records	Provide regulated training, increase supervision, require evidence of competence	High
Weak safeguarding practice	Missed concerns, poor records, delayed referrals, unclear escalation	Case notes, referral records, supervision logs, safeguarding audits	Repeat safeguarding training, increase supervision, use referral checklist	High
Care and healthcare performance
Poor care record keeping	Incomplete care notes, late entries, missing risk updates	Care records, audit results, incident reports, supervision notes	Record keeping training, daily audits, mentor review, documentation checklist	High
Education performance
Poor lesson or session planning	Unstructured sessions, weak learning outcomes, poor resource preparation	Lesson plans, observation notes, learner feedback, attainment data	Use planning template, observe experienced staff, review plans weekly	Medium
Poor classroom or group management	Disruption, unclear expectations, reduced learner engagement	Observation reports, behaviour logs, learner feedback, manager notes	Behaviour management coaching, peer observation, structured session routines	High
Operational performance
High defect rate in production work	Scrap, rework, failed inspections, customer returns	Quality control data, inspection records, defect logs, batch reports	Retrain on process, use quality gates, increase supervision, monitor defect rate	High
Stock control errors	Incorrect counts, misplaced items, avoidable stockouts or overstocking	Inventory reports, cycle counts, discrepancy logs, warehouse audits	Retrain on stock system, use count checklist, sample audits, buddy checks	Medium
Delivery route or scheduling errors	Late deliveries, failed drops, inefficient routes, customer complaints	Route data, delivery logs, telematics, customer feedback, schedule records	Route planning training, pre-shift checks, review delivery performance weekly	Medium
Finance and administration
Errors in invoices or payments	Incorrect amounts, duplicate payments, delayed reconciliations	Invoice samples, payment reports, reconciliation records, audit findings	Use finance checklist, peer review, system training, error-rate monitoring	High
Inaccurate management reports	Wrong figures, inconsistent assumptions, late corrections	Report drafts, source data, correction logs, stakeholder feedback	Validate source data, use report template, peer review before circulation	High
Project delivery
Poor project planning and control	Unclear scope, missed milestones, unmanaged risks, budget drift	Project plans, RAID logs, budget reports, milestone updates	Create delivery plan, maintain risk log, weekly sponsor updates, milestone reviews	High
Adaptability
Difficulty adapting to new processes	Continues old methods, resists change, needs repeated reminders	Training records, process audits, manager notes, system usage reports	Provide change briefing, practical demonstrations, follow-up coaching, usage targets	Medium
Probation performance
Not meeting expected probation standards	Early performance gaps, slow learning, repeated supervision needs	Probation review notes, training records, manager feedback, work samples	Set probation objectives, provide onboarding support, schedule review meetings	Medium
Health and disability-related performance
Performance affected by disability-related barriers	Performance fluctuates with health, barriers to standard process, adjustment requests	Occupational health advice, adjustment records, employee input, workload data	Consider reasonable adjustments, adjust targets, provide assistive tools, review workload	High
Performance decline linked to work-related stress	Reduced concentration, more mistakes, missed deadlines, increased absence	Workload records, stress risk assessment, absence notes, employee feedback	Review workload, complete stress risk assessment, agree support and review dates	High
Neurodiversity-related barriers to performance	Difficulty with unclear instructions, sensory issues, inconsistent task organisation	Employee feedback, occupational health advice, adjustment trial notes, task outcomes	Use written instructions, structured priorities, quiet workspace, assistive software	Medium
Fitness for work
Suspected impairment affecting work performance	Poor concentration, unsafe behaviour, erratic attendance, quality issues	Incident reports, manager observations, attendance records, safety records	Follow policy, assess safety risk, signpost support, set fitness expectations	High
Confidentiality and information security
Failure to protect confidential information	Unsecured files, careless discussion, incorrect access permissions	Access logs, breach reports, workspace checks, email records	Security refresher, clean desk checks, access review, confidentiality reminders	High
Resources and equipment
Careless use of company equipment	Damage, avoidable repairs, missing equipment, unsafe use	Asset records, repair invoices, incident reports, manager observations	Provide equipment training, require checks, reinforce handling procedure	Medium
Learning and development
Slow progress during onboarding	Basic tasks still need support, key processes not understood	Onboarding checklist, training attendance, buddy feedback, task assessments	Extend buddy support, repeat core training, set staged competence goals	Low
Failure to maintain required knowledge	Outdated practice, missed updates, errors after policy changes	CPD records, training logs, policy update records, work samples	Set CPD plan, require update briefings, test knowledge, review application	Medium
Call centre performance
Excessive call handling time	Long average handle time, queues increase, low call completion	Call metrics, queue reports, call recordings, quality scorecards	Call coaching, script practice, system shortcuts, target handle-time review	Medium
Poor call quality scores	Missed verification steps, poor tone, incomplete resolutions	Quality scorecards, call recordings, customer feedback, compliance checks	Review sample calls, practise required wording, set quality improvement target	High
Service levels
Failure to meet service level agreements	Late responses, missed resolution times, SLA breach notices	SLA reports, ticket timestamps, customer contracts, escalation records	Prioritise SLA tasks, set alert reminders, review ageing tickets daily	High
Case management
Poor management of case files	Missed reviews, stale cases, incomplete action records	Case audits, diary records, file notes, closure reports	Use case checklist, schedule review dates, supervisor file sampling	Medium
Attendance and reliability
Failure to follow absence reporting procedure	Late absence calls, missing fit notes, managers not informed	Absence notifications, fit notes, call logs, policy records	Explain reporting rules, provide policy copy, set notification expectations	Low
Professional standards
Poor ethical judgement in work decisions	Conflicts of interest, biased decisions, questionable approvals	Decision records, declarations, audit findings, manager observations	Review code of conduct, require declarations, set approval safeguards	High
Attention to detail
Errors in legal, contractual or formal documents	Incorrect clauses, wrong names, missing dates, version errors	Document drafts, mark-ups, client feedback, version history	Use document checklist, peer review, version control, proofreading time	High
Communication
Poor contribution in meetings	Unprepared, dominates discussion, unclear updates, no action follow-up	Meeting minutes, action logs, manager observations, attendee feedback	Prepare agenda notes, give concise updates, confirm actions after meetings	Low
Supervision and governance
Failure to attend required supervision sessions	Missed reviews, unresolved issues, lack of reflective learning	Supervision records, calendar logs, attendance notes, manager emails	Set supervision schedule, require preparation notes, track actions to completion	Medium
Fair treatment and equality
Performance concern may be linked to protected characteristic barriers	Concerns linked to pregnancy, disability, religion, age or other protected factors	Employee explanation, adjustment requests, HR records, equality impact review	Review equality risks, consider adjustments, avoid discriminatory targets or assumptions	High
Capability process
Unclear or unsupported capability expectations	Vague targets, no support, no review dates, inconsistent standards	PIP drafts, meeting notes, training offers, review correspondence	Set clear standards, provide support, allow reasonable time, hold reviews	High

How Should UK Employers Use A Performance Improvement Plan?

A performance improvement plan should convert broad concerns into specific, measurable actions. The records show that common issues such as missed deadlines, poor accuracy, low productivity, weak communication, conduct-related performance concerns and failure to follow procedures each need different evidence and tailored support.

What Evidence Should Support A Fair Performance Plan?

Use objective evidence such as work samples, error logs, KPI reports, attendance records, customer complaints, quality assurance scores, project records and meeting notes. This helps distinguish a genuine capability issue from unclear instructions, lack of training, excessive workload, disability-related barriers or conduct concerns.

What Legal Risks Should Be Considered?

Disability and reasonable adjustments: If health, neurodiversity or disability may affect performance, consider adjustments before relying on targets or sanctions. Relevant UK guidance is available from Acas and the Equality Act 2010.
Fair process: A PIP should usually include clear standards, support, review dates and consequences. Acas guidance on capability and conduct is important for avoiding unfair dismissal risk.
Training and supervision: Many records point to practical support such as refresher training, mentoring, shadowing, workload review, written procedures and regular check-ins. These actions help show the employer acted reasonably.

What Should A Good Improvement Action Include?

Actions should be specific to the issue: for example, accuracy checks for data errors, prioritisation tools for missed deadlines, call coaching for customer service concerns, security refresher training for confidentiality breaches and attendance support where absence affects delivery. Targets should be realistic, time-bound and capable of being evidenced.

Performance Issues and Improvement Actions

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FAQs

What is a performance improvement plan in the UK?

A performance improvement plan, or PIP, is a formal document that identifies workplace performance concerns, sets clear improvement targets, and explains the support, actions, timescales, and review process.

When should an employer use a performance improvement plan?

What should be included in a performance improvement plan?

What counts as a performance issue at work?

Is a performance improvement plan legally required in the UK?

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