{"id":48173,"date":"2025-11-12T03:48:53","date_gmt":"2025-11-12T03:48:53","guid":{"rendered":"https:\/\/mondaysimon.com\/?p=48173"},"modified":"2026-01-31T09:41:08","modified_gmt":"2026-01-31T09:41:08","slug":"performance-improvement-plan","status":"publish","type":"post","link":"https:\/\/mondaysimon.com\/th\/performance-improvement-plan\/","title":{"rendered":"Performance Improvement Plan (PIP): Fix or Exit with Clarity"},"content":{"rendered":"\n<div class=\"gb-element-86b1f60c\">\n<h3 class=\"gb-text-1236499f\"><span class=\"gb-shape\"><svg aria-hidden=\"true\" role=\"img\" height=\"1em\" width=\"1em\" viewBox=\"0 0 576 512\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path fill=\"currentColor\" d=\"M259.3 17.8L194 150.2 47.9 171.5c-26.2 3.8-36.7 36.1-17.7 54.6l105.7 103-25 145.5c-4.5 26.3 23.2 46 46.4 33.7L288 439.6l130.7 68.7c23.2 12.2 50.9-7.4 46.4-33.7l-25-145.5 105.7-103c19-18.5 8.5-50.8-17.7-54.6L382 150.2 316.7 17.8c-11.7-23.6-45.6-23.9-57.4 0z\"><\/path><\/svg><\/span><span class=\"gb-text\">Key takeaways <\/span><\/h3>\n\n\n\n<ul class=\"wp-block-list monday-list\">\n<li><strong>Define Outcomes, Not Activities:<\/strong> A PIP is not a to-do list for &#8220;attending training&#8221; or &#8220;meeting with mentors.&#8221; It must focus on non-negotiable, measurable business results, like &#8220;reducing error rates to 2%&#8221; or &#8220;hitting 100% of deadlines.&#8221; If you measure activity instead of outcomes, you risk keeping a &#8220;busy&#8221; employee who still isn&#8217;t delivering value.<\/li>\n\n\n\n<li><strong>Diagnose the &#8220;Won&#8217;t&#8221; vs. &#8220;Can&#8217;t&#8221;:<\/strong> Before launching a formal plan, determine if the drag is a skill gap (they lack the tools) or an attitude issue (they lack the drive). Use the PIP as the final, documented bridge for those who have failed to respond to consistent coaching and FIAC feedback.<\/li>\n\n\n\n<li><strong>Enforce the Timeline Without &#8220;Misplaced Empathy&#8221;:<\/strong> If you set a 30-day window, stick to it. Extending a PIP out of guilt only drains your energy, demoralizes your high performers, and creates agonizing uncertainty for the underperformer. At the end of the term, the result is binary: they either meet the standard or they exit the business.<\/li>\n<\/ul>\n<\/div>\n\n\n\n<div class=\"wp-block-rank-math-toc-block\" id=\"rank-math-toc\"><h2>Table of Contents<\/h2><nav><ul><li><a href=\"#what-is-a-performance-improvement-plan-pip\">What is a Performance Improvement Plan (PIP)?<\/a><\/li><li><a href=\"#when-to-use-a-performance-improvement-plan-pip\">When to Use a Performance Improvement Plan (PIP)<\/a><\/li><li><a href=\"#the-managers-strategy-for-the-performance-improvement-plan-pip\">The Manager\u2019s Strategy for the Performance Improvement Plan (PIP)<\/a><\/li><li><a href=\"#why-the-performance-improvement-plan-pip-is-necessary\">Why the Performance Improvement Plan (PIP) is Necessary<\/a><\/li><\/ul><\/nav><\/div>\n\n\n\n<p>The Performance Improvement Plan (PIP) is part of the<a href=\"https:\/\/academy.mondaysimon.com\/\"><\/a>Monday Simon <a href=\"https:\/\/mondaysimon.com\/manager-development-program\/\" data-type=\"page\" data-id=\"48803\">Manager Development Program<\/a>:<br>\ud83d\udc49 Module 5: <a href=\"https:\/\/mondaysimon.com\/manager-development-program\/performance-management\/\" data-type=\"page\" data-id=\"47270\">Performance management for managers<\/a><\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"559\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-6-1024x559.jpeg\" alt=\"Performance Improvement Plan (PIP) process showing assessment, goal setting, action plan, monitoring, and feedback cycle\" class=\"wp-image-48176\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-6-1024x559.jpeg 1024w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-6-300x164.jpeg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-6-768x419.jpeg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-6-1536x838.jpeg 1536w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-6.jpeg 1600w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<p>Here is the situation: you hired what you think was a competent person. You have coached, used <a href=\"https:\/\/mondaysimon.com\/th\/fiac-feedback\/\" data-type=\"post\" data-id=\"48199\">FIAC Feedback<\/a>, and you have deployed the<a href=\"https:\/\/mondaysimon.com\/th\/grow-coaching-model\/\" data-type=\"post\" data-id=\"48238\"> GROW coaching model<\/a>. But here you are, still dealing with a critical drag on your team. You are frustrated because the <em>time<\/em> spent managing the bottom 5% is draining the energy from your top performers. That\u2019s why you need a Performance Improvement Plan (PIP).<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"what-is-a-performance-improvement-plan-pip\"><strong>What is a Performance Improvement Plan (PIP)?<\/strong><\/h2>\n\n\n\n<p>A Performance Improvement Plan (PIP) is a formal written document between the manager and the employee that outlines specific, non-negotiable standards of performance the employee must meet within a defined, short timeframe (usually 30 or 60 days, and up to 90 days). It is the final, documented step used to address persistent, critical gaps in performance, with clear consequences if the targets aren&#8217;t met. And by consequence I mean, termination.&nbsp;<\/p>\n\n\n\n<p>Think of it as a tightly focused high-stakes plan where the project is the employee\u2019s job performance itself, since your employee did not meet his\/her <a href=\"https:\/\/mondaysimon.com\/th\/kpis-and-okrs\/\" data-type=\"post\" data-id=\"48183\">KPIs and OKRs<\/a> targets. The intent is to provide a dedicated action plan for your team members identified as <a href=\"https:\/\/mondaysimon.com\/th\/poor-performer\/\" data-type=\"post\" data-id=\"48168\">poor performers<\/a>. <\/p>\n\n\n\n<p><span style=\"text-decoration: underline;\">A performance Improvement plan looks like this<\/span>:<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"576\" src=\"http:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/Copy-of-Untitled-1280-x-1080-px-1680-x-945-px-1-1-1024x576.jpg\" alt=\"Performance Improvement Plan (PIP) template for managers to set goals, track progress, and support employee performance improvement\" class=\"wp-image-48180\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/Copy-of-Untitled-1280-x-1080-px-1680-x-945-px-1-1-1024x576.jpg 1024w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/Copy-of-Untitled-1280-x-1080-px-1680-x-945-px-1-1-300x169.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/Copy-of-Untitled-1280-x-1080-px-1680-x-945-px-1-1-768x432.jpg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/Copy-of-Untitled-1280-x-1080-px-1680-x-945-px-1-1.jpg 1470w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><figcaption class=\"wp-element-caption\">Practical Performance Improvement Plan (PIP) template to help managers document goals, expectations, and timelines for employee performance recovery. <br><br>Download my PIP template below: <\/figcaption><\/figure>\n\n\n<style id=\"wpforms-css-vars-48982-block-04d587cd-2d57-4d4c-b29e-bfde1d319de2\">\n\t\t\t\t#wpforms-48982.wpforms-block-04d587cd-2d57-4d4c-b29e-bfde1d319de2 {\n\t\t\t\t--wpforms-field-size-input-height: 43px;\n--wpforms-field-size-input-spacing: 15px;\n--wpforms-field-size-font-size: 16px;\n--wpforms-field-size-line-height: 19px;\n--wpforms-field-size-padding-h: 14px;\n--wpforms-field-size-checkbox-size: 16px;\n--wpforms-field-size-sublabel-spacing: 5px;\n--wpforms-field-size-icon-size: 1;\n--wpforms-label-size-font-size: 16px;\n--wpforms-label-size-line-height: 19px;\n--wpforms-label-size-sublabel-font-size: 14px;\n--wpforms-label-size-sublabel-line-height: 17px;\n--wpforms-button-size-font-size: 17px;\n--wpforms-button-size-height: 41px;\n--wpforms-button-size-padding-h: 15px;\n--wpforms-button-size-margin-top: 10px;\n\t\t\t}\n\t\t\t<\/style><div class=\"wpforms-container wpforms-container-full wpforms-block wpforms-block-04d587cd-2d57-4d4c-b29e-bfde1d319de2 wpforms-render-modern\" id=\"wpforms-48982\"><form id=\"wpforms-form-48982\" class=\"wpforms-validate wpforms-form wpforms-ajax-form\" data-formid=\"48982\" method=\"post\" enctype=\"multipart\/form-data\" action=\"\/th\/wp-json\/wp\/v2\/posts\/48173\" data-token=\"7251fc76471643c22ac197633495f886\" data-token-time=\"1776428404\"><noscript class=\"wpforms-error-noscript\">Please enable JavaScript in your browser to complete this form.<\/noscript><div id=\"wpforms-error-noscript\" style=\"display: none;\">Please enable JavaScript in your browser to complete this form.<\/div><div class=\"wpforms-field-container\">\t\t<div id=\"wpforms-48982-field_4-container\"\n\t\t\tclass=\"wpforms-field wpforms-field-text\"\n\t\t\tdata-field-type=\"text\"\n\t\t\tdata-field-id=\"4\"\n\t\t\t>\n\t\t\t<label class=\"wpforms-field-label\" for=\"wpforms-48982-field_4\" >Email Job Name<\/label>\n\t\t\t<input type=\"text\" id=\"wpforms-48982-field_4\" class=\"wpforms-field-medium\" name=\"wpforms[fields][4]\" >\n\t\t<\/div>\n\t\t<div id=\"wpforms-48982-field_1-container\" class=\"wpforms-field wpforms-field-name\" data-field-id=\"1\"><fieldset><legend class=\"wpforms-field-label\">Name <span class=\"wpforms-required-label\" aria-hidden=\"true\">*<\/span><\/legend><div class=\"wpforms-field-row wpforms-field-medium\"><div class=\"wpforms-field-row-block wpforms-first wpforms-one-half\"><input type=\"text\" id=\"wpforms-48982-field_1\" class=\"wpforms-field-name-first wpforms-field-required\" name=\"wpforms[fields][1][first]\" aria-errormessage=\"wpforms-48982-field_1-error\" required><label for=\"wpforms-48982-field_1\" class=\"wpforms-field-sublabel after\">First<\/label><\/div><div class=\"wpforms-field-row-block wpforms-one-half\"><input type=\"text\" id=\"wpforms-48982-field_1-last\" class=\"wpforms-field-name-last wpforms-field-required\" name=\"wpforms[fields][1][last]\" aria-errormessage=\"wpforms-48982-field_1-last-error\" required><label for=\"wpforms-48982-field_1-last\" class=\"wpforms-field-sublabel after\">Last<\/label><\/div><\/div><\/fieldset><\/div><div id=\"wpforms-48982-field_3-container\" class=\"wpforms-field wpforms-field-text\" data-field-id=\"3\"><label class=\"wpforms-field-label\" for=\"wpforms-48982-field_3\">Job title <span class=\"wpforms-required-label\" aria-hidden=\"true\">*<\/span><\/label><input type=\"text\" id=\"wpforms-48982-field_3\" class=\"wpforms-field-medium wpforms-field-required\" name=\"wpforms[fields][3]\" aria-errormessage=\"wpforms-48982-field_3-error\" required><\/div><div id=\"wpforms-48982-field_2-container\" class=\"wpforms-field wpforms-field-email\" data-field-id=\"2\"><label class=\"wpforms-field-label\" for=\"wpforms-48982-field_2\">Email <span class=\"wpforms-required-label\" aria-hidden=\"true\">*<\/span><\/label><input type=\"email\" id=\"wpforms-48982-field_2\" class=\"wpforms-field-medium wpforms-field-required\" name=\"wpforms[fields][2]\" spellcheck=\"false\" aria-errormessage=\"wpforms-48982-field_2-error\" required><\/div><script>\n\t\t\t\t( function() {\n\t\t\t\t\tconst style = document.createElement( 'style' );\n\t\t\t\t\tstyle.appendChild( document.createTextNode( '#wpforms-48982-field_4-container { position: absolute !important; overflow: hidden !important; display: inline !important; height: 1px !important; width: 1px !important; z-index: -1000 !important; padding: 0 !important; } #wpforms-48982-field_4-container input { visibility: hidden; } #wpforms-conversational-form-page #wpforms-48982-field_4-container label { counter-increment: none; }' ) );\n\t\t\t\t\tdocument.head.appendChild( style );\n\t\t\t\t\tdocument.currentScript?.remove();\n\t\t\t\t} )();\n\t\t\t<\/script><\/div><!-- .wpforms-field-container --><div class=\"wpforms-submit-container\" ><input type=\"hidden\" name=\"wpforms[id]\" value=\"48982\"><input type=\"hidden\" name=\"page_title\" value=\"\"><input type=\"hidden\" name=\"page_url\" value=\"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/posts\/48173\"><input type=\"hidden\" name=\"url_referer\" value=\"\"><button type=\"submit\" name=\"wpforms[submit]\" id=\"wpforms-submit-48982\" class=\"wpforms-submit\" data-alt-text=\"Sending...\" data-submit-text=\"Submit\" aria-live=\"assertive\" value=\"wpforms-submit\">Submit<\/button><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/mondaysimon.com\/wp-content\/plugins\/wpforms-lite\/assets\/images\/submit-spin.svg\" class=\"wpforms-submit-spinner\" style=\"display: none;\" width=\"26\" height=\"26\" alt=\"Loading\"><\/div><\/form><\/div>  <!-- .wpforms-container -->\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"when-to-use-a-performance-improvement-plan-pip\"><strong>When to Use a Performance Improvement Plan (PIP)<\/strong><\/h2>\n\n\n\n<figure class=\"wp-block-image size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"683\" height=\"1024\" src=\"http:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-2-683x1024.jpeg\" alt=\"Performance Improvement Plan (PIP) framework for diagnosing poor performance and distinguishing between skill and attitude issues\" class=\"wp-image-48169\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-2-683x1024.jpeg 683w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-2-200x300.jpeg 200w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-2-768x1152.jpeg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/image-2.jpeg 1024w\" sizes=\"auto, (max-width: 683px) 100vw, 683px\" \/><figcaption class=\"wp-element-caption\">Visual guide for managers on how to diagnose poor performance within a Performance Improvement Plan (PIP), distinguishing between \u201cCan\u2019t\u201d (skill issue) and \u201cWon\u2019t\u201d (attitude issue).<\/figcaption><\/figure>\n\n\n\n<p>A Performance Improvement Plan (PIP) is for fixing fundamental issues that are actively hurting the team or the business. When you use a performance improvement plan, you need to ensure that to diagnose the root cause first (I won\u2019t VS I can\u2019t).&nbsp;<\/p>\n\n\n\n<p>&nbsp;Do not jump to this step unless you have already done substantial, documented coaching. The PIP is especially useful when you face the following situations: <\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Critical, Repeated Failure: When an employee repeatedly fails to meet core job requirements after several verbal and written warnings.<\/li>\n\n\n\n<li>Non-Negotiable Business Impact: When the underperformance is directly leading to lost revenue, client churn, or significant compliance risk.<\/li>\n\n\n\n<li>Documentation for Exit: When you need clear, undeniable legal documentation of the performance gap and the specific failure to correct it.<\/li>\n<\/ul>\n\n\n\n<p>If you\u2019re implementing a Performance Improvement Plan (PIP) for one of your team members, a tough conversation is inevitable. Don\u2019t design the plan in isolation.. for extra support, access my custom <a href=\"https:\/\/chatgpt.com\/g\/g-685d3d7a6b7c819190fd99bd3b8c7ac4-simon-hr-guide-feedback-situation-manager\" target=\"_blank\" rel=\"noopener\">ChatGPT for difficult conversations<\/a>.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"the-managers-strategy-for-the-performance-improvement-plan-pip\"><strong>The Manager\u2019s Strategy for the Performance Improvement Plan (PIP)<\/strong><\/h2>\n\n\n\n<p>1. Define the Exit Criteria: The biggest mistake is making the PIP about <em>activity<\/em> (&#8220;Attend two trainings,&#8221; &#8220;Meet with a mentor&#8221;). The Performance Improvement Plan (PIP) must only contain measurable, observable outcomes that align directly with the core job functions. Use the same principles as the <a href=\"https:\/\/mondaysimon.com\/th\/star-interview-method\/\" data-type=\"post\" data-id=\"48124\">STAR interview method<\/a> to define the expected behaviors.<\/p>\n\n\n\n<p><em>Example: If the problem is late deliverables, the PIP requirement must be: &#8220;Submit all final client reports (Reports A, B, and C) on or before the assigned deadline with 98% accuracy, as measured by post-review audit.&#8221; The outcome is clearly what matters here.<\/em><\/p>\n\n\n\n<p>2. The Manager\u2019s Commitment (Your Role): The PIP must clearly state what <em>you<\/em> will provide. This usually includes: weekly, mandatory check-ins (which <em>you<\/em> schedule and document), providing access to necessary tools (like the upgraded software they claimed to need), or specific internal mentorship. Keep your commitment clear and minimal. If a training is required, do not hesitate to put it in the plan as well.&nbsp;<\/p>\n\n\n\n<p>3. Stick to the Timeline: A 30-day Performance Improvement Plan (PIP) means 30 days. Managers often sabotage the process by extending it out of misplaced empathy. This only creates agonizing uncertainty for the employee and drags your team&#8217;s performance down longer. If the employee can&#8217;t meet the clearly defined goals in the allocated time, then the consequence (separation) must occur, be documented, and be swift.<\/p>\n\n\n\n<p>This structure ensures fairness, eliminates ambiguity, and delivers a quick resolution.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"why-the-performance-improvement-plan-pip-is-necessary\"><strong>Why the Performance Improvement Plan (PIP) is Necessary<\/strong><\/h2>\n\n\n\n<p>Nobody likes having this conversation, but handling underperformance directly is the hallmark of a strong manager. This process is beneficial for everyone involved. It is nothing less than <a href=\"https:\/\/mondaysimon.com\/th\/performance-management\/\" data-type=\"post\" data-id=\"48247\">performance management<\/a> in practice:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Protects <a href=\"https:\/\/mondaysimon.com\/th\/high-performers\/\" data-type=\"post\" data-id=\"48254\">High Performers<\/a> and <a href=\"https:\/\/mondaysimon.com\/th\/high-potential-employees\/\" data-type=\"post\" data-id=\"48307\">high potential employees<\/a>: By quickly resolving performance drag, you ensure your best team members aren&#8217;t overworked or demoralized by carrying unproductive colleagues.<\/li>\n\n\n\n<li>Creates Clarity and Fairness: It forces a clear-cut, fact-based process. If the employee fails, there is no ambiguity about the expectations or the outcome, which minimizes legal risk and emotional fallout.<\/li>\n\n\n\n<li>Accelerates Business Results: You either get a fixed, motivated employee who is now performing to standard, or you open the door to hire a replacement who can contribute fully, improving overall team output.<\/li>\n<\/ul>\n\n\n\n<p>If you have coached them and nothing sticks, use the Performance Improvement Plan (PIP) as the focused contract for success or separation. If you are looking for additional resources to manage your team, check out my resources on the <a href=\"https:\/\/mondaysimon.com\/manager-tools\/\">Manager Tools<\/a> page<strong>.<\/strong><\/p>\n\n\n\n<a class=\"gb-element-f9cd74ce\" href=\"https:\/\/mondaysimon.com\/manager-development\/resources\/performance-management\/\">\n<h6 class=\"gb-text-8a6aa7b2\"><span class=\"gb-shape\"><svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" fill=\"none\" viewBox=\"0 0 15 15\" height=\"15\" width=\"15\"><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 3 0)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 3 6)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 3 12)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 9 0)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 9 6)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 9 12)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 15 0)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 15 6)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><rect fill=\"currentColor\" transform=\"matrix(-1 0 0 1 15 12)\" rx=\"1.5\" height=\"3\" width=\"3\"><\/rect><\/svg><\/span><span class=\"gb-text\"><strong>MORE MANAGER DEVELOPMENT RESOURCES<\/strong><\/span><\/h6>\n\n\n\n<p class=\"has-accent-3-color has-text-color has-link-color wp-elements-108b34a8fcedaa96cddb32f76b5eef54\" style=\"font-size:18px\">This article is part of our performance management resources.<\/p>\n<\/a>\n\n\n\n<div style=\"height:100px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"gbp-section gb-element-6f94d2a3\">\n<div class=\"gbp-section__inner gb-element-411aba00\">\n<div class=\"gb-element-c49e672e\">\n<h2 class=\"gb-text\">Stay sharp for Monday<\/h2>\n\n\n\n<p class=\"gb-text gbp-section__text--lg\">Practical resources to help managers lead smarter, faster, and with confidence.<\/p>\n<\/div>\n\n\n\n<div><div class=\"gb-looper-f0393b22\">\n<div class=\"gb-loop-item post-48333 post type-post status-publish format-standard has-post-thumbnail hentry category-manager-resources\">\n<div class=\"gbp--box-shadow gb-element-e69fd716\">\n<img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"512\" alt=\"Illustration of the bell curve performance rating system comparing low performers and high performers.\" data-media-id=\"48383\" class=\"gbp--border-radius gb-media-97e1a150\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-10_01_02-PM-768x512.jpg\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-10_01_02-PM-768x512.jpg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-10_01_02-PM-300x200.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-10_01_02-PM.jpg 1000w\" sizes=\"auto, (max-width: 768px) 100vw, 768px\" \/>\n\n\n\n<div class=\"gbp--border-radius gb-element-080af5f6\">\n<h3 class=\"gb-text gb-text-511a3e74\">Bell Curve Performance Ratings: How It Really Works<\/h3>\n\n\n\n<a class=\"gbp-button--tertiary\" href=\"https:\/\/mondaysimon.com\/th\/bell-curve\/\"><span class=\"gb-text\">View Article<\/span><span class=\"gb-shape\"><svg viewBox=\"0 0 256 256\" height=\"32\" width=\"32\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M224.49,136.49l-72,72a12,12,0,0,1-17-17L187,140H40a12,12,0,0,1,0-24H187L135.51,64.48a12,12,0,0,1,17-17l72,72A12,12,0,0,1,224.49,136.49Z\"><\/path><\/svg><\/span><\/a>\n<\/div>\n<\/div>\n<\/div>\n\n<div class=\"gb-loop-item post-48247 post type-post status-publish format-standard has-post-thumbnail hentry category-manager-resources\">\n<div class=\"gbp--box-shadow gb-element-e69fd716\">\n<img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"512\" alt=\"Manager discussing performance management results using a visual dashboard and performance indicators\" data-media-id=\"48283\" class=\"gbp--border-radius gb-media-97e1a150\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-04_38_43-PM-768x512.jpg\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-04_38_43-PM-768x512.jpg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-04_38_43-PM-300x200.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-12-2025-04_38_43-PM.jpg 1000w\" sizes=\"auto, (max-width: 768px) 100vw, 768px\" \/>\n\n\n\n<div class=\"gbp--border-radius gb-element-080af5f6\">\n<h3 class=\"gb-text gb-text-511a3e74\">What Is Performance Management? A Practical Guide for Managers<\/h3>\n\n\n\n<a class=\"gbp-button--tertiary\" href=\"https:\/\/mondaysimon.com\/th\/performance-management\/\"><span class=\"gb-text\">View Article<\/span><span class=\"gb-shape\"><svg viewBox=\"0 0 256 256\" height=\"32\" width=\"32\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M224.49,136.49l-72,72a12,12,0,0,1-17-17L187,140H40a12,12,0,0,1,0-24H187L135.51,64.48a12,12,0,0,1,17-17l72,72A12,12,0,0,1,224.49,136.49Z\"><\/path><\/svg><\/span><\/a>\n<\/div>\n<\/div>\n<\/div>\n\n<div class=\"gb-loop-item post-48168 post type-post status-publish format-standard has-post-thumbnail hentry category-manager-resources\">\n<div class=\"gbp--box-shadow gb-element-e69fd716\">\n<img loading=\"lazy\" decoding=\"async\" width=\"768\" height=\"512\" alt=\"Illustration of a poor performer slowing down team performance while others row forward, symbolizing performance management challenges\" data-media-id=\"48212\" class=\"gbp--border-radius gb-media-97e1a150\" src=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-10-2025-05_47_07-PM-768x512.jpg\" srcset=\"https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-10-2025-05_47_07-PM-768x512.jpg 768w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-10-2025-05_47_07-PM-300x200.jpg 300w, https:\/\/mondaysimon.com\/wp-content\/uploads\/2025\/11\/ChatGPT-Image-Nov-10-2025-05_47_07-PM.jpg 1000w\" sizes=\"auto, (max-width: 768px) 100vw, 768px\" \/>\n\n\n\n<div class=\"gbp--border-radius gb-element-080af5f6\">\n<h3 class=\"gb-text gb-text-511a3e74\">How to Handle a Poor Performer Effectively<\/h3>\n\n\n\n<a class=\"gbp-button--tertiary\" href=\"https:\/\/mondaysimon.com\/th\/poor-performer\/\"><span class=\"gb-text\">View Article<\/span><span class=\"gb-shape\"><svg viewBox=\"0 0 256 256\" height=\"32\" width=\"32\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\"><path d=\"M224.49,136.49l-72,72a12,12,0,0,1-17-17L187,140H40a12,12,0,0,1,0-24H187L135.51,64.48a12,12,0,0,1,17-17l72,72A12,12,0,0,1,224.49,136.49Z\"><\/path><\/svg><\/span><\/a>\n<\/div>\n<\/div>\n<\/div>\n<\/div><\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Key takeaways The Performance Improvement Plan (PIP) is &#8230; <a title=\"Performance Improvement Plan (PIP): Fix or Exit with Clarity\" class=\"read-more\" href=\"https:\/\/mondaysimon.com\/th\/performance-improvement-plan\/\" aria-label=\"Read more about Performance Improvement Plan (PIP): Fix or Exit with Clarity\">Read more<\/a><\/p>\n","protected":false},"author":1,"featured_media":48209,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[22],"tags":[],"class_list":["post-48173","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-manager-resources"],"_links":{"self":[{"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/posts\/48173","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/comments?post=48173"}],"version-history":[{"count":23,"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/posts\/48173\/revisions"}],"predecessor-version":[{"id":50607,"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/posts\/48173\/revisions\/50607"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/media\/48209"}],"wp:attachment":[{"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/media?parent=48173"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/categories?post=48173"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/mondaysimon.com\/th\/wp-json\/wp\/v2\/tags?post=48173"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}