PIP Master: 1-Day Performance Improvement Plan [EN]

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4.3

Chief AI Officer (CAIO) Leading Enterprise AI Transformation

Management

4.3

This course includes the use of artificial intelligence.

You have an underperformer on your team, and the manager expects action this week?

92% of managers use PIP as a formality before termination. The result — $28,000+ to replace an employee, months of hiring, and zero improvement in the team. And HR ends up with the reputation of a “paper pusher.”

This course offers a different approach. In just 3 sessions, you will build a PIP that actually works: with measurable goals, a conversation script, and a support plan. Students who implement this methodology bring up to 44% of underperformers back to normal performance — instead of wasting 6–9 months of salary on replacements.

What’s inside the course:

Step 1 — Diagnosis.
Learn when a PIP is truly needed and when feedback, coaching, or PDP is enough. Master the Root Cause Diagnostic and three types of underperformance: skill gap, will gap, system gap. Calculate the true cost of replacement (50–200% of annual salary) and get a 15-scenario checklist to decide “PIP or not?” in 10 minutes.

Step 2 — Building the PIP.
Create a real PIP for an employee in your company step by step: 7 mandatory elements that protect both the company and the employee. See live examples for three common issues — reporting errors, missed deadlines, and conflicts. Get a library of 50+ SMART goal statements and a word-for-word PIP conversation script: plan delivery, mid-check-in, and final meeting (success or exit). Learn legal nuances and use AI prompts to generate goals and check compliance.

Step 3 — Implementation.
Build a full PIP process in your company: RACI roles matrix, initiation calendar, and adaptations for new hires, senior specialists, and remote teams. Set up a dashboard with 5 key metrics (Success Rate, PIP-to-Termination Rate, Post-PIP Retention, Time to Improvement, Legal Claim Rate) and benchmarks. Get a 30-minute manager training program, scripts for handling 5 common objections, and a ROI calculator to defend the process to your CEO. Walk away with a 3-month implementation roadmap.

6 ready-to-use tools you’ll take away:

PIP Readiness Checklist — 15 scored scenarios
PIP Template — core 7-section template (40% pre-filled)
PIP Conversation Script — exact wording for 3 meetings
PIP Goals Library — 50+ SMART goal examples
PIP Process Roadmap — 3-month rollout plan
PIP Dashboard + ROI Calculator — metrics, formulas, benchmarks

Plus 5 AI prompts to automate PIP workflows in Claude and ChatGPT.

Why enroll now:

Every month of delay means another underperformer, a burned-out manager, and budget lost on replacement hiring. After just 3 sessions, you’ll answer “what should we do with this employee?” in 1 day instead of 2 months.

What you’ll get:

Lifetime access to all materials and future updates
Active instructor support (Q&A)
Certificate of Completion
Practical, job-ready skills
Real business cases and tools
Access to a student community
A $1000 program at a significantly reduced price

Click “Enroll” — and within an hour, you’ll have a ready-to-use PIP for a real employee in your company.

The desire to learn from the person who created the Unicorn Preply HR system
The ambition to be number one in performance management and working with underperformers
A willingness to move forward without looking back, to see it through to the end, and to put that knowledge into practice
A basic understanding of HR processes and performance management
Excel and Word are required to work with the templates
A real-life example of an underperformer from your own experience to help you complete the assignments
Willingness to set aside time for 3 sessions

You'll be studying alongside 2 million other PapaHR students from 185 countries
You'll gain insights from the course instructor's experience at Preply, Wargaming, Radford, and Deloitte
Determine when PIP is truly necessary and when feedback, coaching, or PDP is sufficient—using a checklist of 15 scenarios
Identify the type of underperformance—whether it’s a skill gap, a will gap, or a system gap—and choose the right approach for each
Calculate the cost of replacing an employee and the ROI of a properly implemented PIP process to justify the budget to the CEO
Create a PIP document consisting of 7 mandatory elements that provide legal protection for both the company and the employee
Set SMART goals for the PIP with measurable success criteria instead of vague objectives like “improve communication”
Conduct a PIP conversation following a script: presenting the plan, interim check-ins, and the final meeting
Adapt PIP for different situations: remote vs. in-office, senior staff vs. new hires, companies with 50 vs. 500 employees
Use AI prompts to generate PIP objectives, customize the template, and analyze the wording for compliance
Incorporate PIP into the performance management cycle: link it to performance evaluations, one-on-one meetings, feedback, and the Personal Development Plan (PDP
Developing a RACI matrix for the PIP process: the roles of HR, the manager, the HR lawyer, and the HRBP
Track PIP metrics: success rate, PIP-to-termination ratio, employee retention following a PIP, time to improvement
Train managers to conduct PIPs using a ready-made 30-minute program
Address 5 common objections from managers and employees using pre-written scripts
Implement the PIP process within the company over a 3-month period, following a predefined roadmap with specific phases and assigned responsibilities
Restore up to 44% of underperforming units to normal operation instead of spending over $28,000 on replacements

A person who takes responsibility for their own education
I'm willing to set aside time for training, complete the course, and achieve results
An HR Generalist who was tasked by a manager for the first time with creating a PIP without a ready-made template or process
An HRBP who advises 5 or more managers on performance issues and wants a consistent standard
HRD / Head of HR who implements performance management as a systematic component with metrics
A team lead who has an underperformer on their team and needs to structure the conversation
An HR consultant who implements HR processes for clients and is looking for a ready-made PIP toolkit
An HR professional who wants to stop using a PIP as a formality before termination
A manager who dreads PIP conversations and wants ready-made phrases that are “both legally sound and considerate”
An HR professional who is tired of every manager in the company handling PIPs in their own way

PIP Master: 1-Day Performance Improvement Plan [EN]

Similar coupons:

Performance Review Playbook: Evaluation Forms [EN]

PDP Master: 70-20-10 Employee Development Plan [EN]

Mastering Employee Recognition: Development & Implementation

Chief AI Officer (CAIO) Leading Enterprise AI Transformation

The desire to learn from the person who created the Unicorn Preply HR system

The ambition to be number one in performance management and working with underperformers

A willingness to move forward without looking back, to see it through to the end, and to put that knowledge into practice

A basic understanding of HR processes and performance management

Excel and Word are required to work with the templates

A real-life example of an underperformer from your own experience to help you complete the assignments

Willingness to set aside time for 3 sessions

You'll be studying alongside 2 million other PapaHR students from 185 countries

You'll gain insights from the course instructor's experience at Preply, Wargaming, Radford, and Deloitte

Determine when PIP is truly necessary and when feedback, coaching, or PDP is sufficient—using a checklist of 15 scenarios

Identify the type of underperformance—whether it’s a skill gap, a will gap, or a system gap—and choose the right approach for each

Calculate the cost of replacing an employee and the ROI of a properly implemented PIP process to justify the budget to the CEO

Create a PIP document consisting of 7 mandatory elements that provide legal protection for both the company and the employee

Set SMART goals for the PIP with measurable success criteria instead of vague objectives like “improve communication”

Conduct a PIP conversation following a script: presenting the plan, interim check-ins, and the final meeting

Adapt PIP for different situations: remote vs. in-office, senior staff vs. new hires, companies with 50 vs. 500 employees

Use AI prompts to generate PIP objectives, customize the template, and analyze the wording for compliance

Incorporate PIP into the performance management cycle: link it to performance evaluations, one-on-one meetings, feedback, and the Personal Development Plan (PDP

Developing a RACI matrix for the PIP process: the roles of HR, the manager, the HR lawyer, and the HRBP

Track PIP metrics: success rate, PIP-to-termination ratio, employee retention following a PIP, time to improvement

Train managers to conduct PIPs using a ready-made 30-minute program

Address 5 common objections from managers and employees using pre-written scripts

Implement the PIP process within the company over a 3-month period, following a predefined roadmap with specific phases and assigned responsibilities

Restore up to 44% of underperforming units to normal operation instead of spending over $28,000 on replacements

A person who takes responsibility for their own education

I'm willing to set aside time for training, complete the course, and achieve results

An HR Generalist who was tasked by a manager for the first time with creating a PIP without a ready-made template or process

An HRBP who advises 5 or more managers on performance issues and wants a consistent standard

HRD / Head of HR who implements performance management as a systematic component with metrics

A team lead who has an underperformer on their team and needs to structure the conversation

An HR consultant who implements HR processes for clients and is looking for a ready-made PIP toolkit

An HR professional who wants to stop using a PIP as a formality before termination

A manager who dreads PIP conversations and wants ready-made phrases that are “both legally sound and considerate”

An HR professional who is tired of every manager in the company handling PIPs in their own way

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