# Sales Performance Improvement Plan (PIP) Template

> A skill-anchored PIP structure that documents the specific competency gap, the support already provided, and the measurable bar for success: not just a formal warning: while staying structured enough to hold up as fair, documented process.

Free template for sales managers. Topic: [Coaching, 1:1s & Feedback](https://www.peerlab.ai/library/topic/coaching-1-1s-feedback/). Published by PeerLab in the [Sales Enablement Resource Library](https://www.peerlab.ai/library/). Source: https://www.peerlab.ai/library/sales-performance-improvement-plan-pip-template/

## How to use it

Have HR/legal review the framing and consequence language before issuing; complete Sections 1-4 collaboratively where possible (or at minimum, walk through them verbally with the rep) so the plan reads as a fair, specific bar rather than a formality on the way to a decision already made.

## What's inside

- Legal disclaimer & how to adapt it
- Header fields
- Section 1, Performance concern summary
- Section 2, Named competency gaps with evidence log
- Section 3, Support & resources provided
- Section 4, Measurable success criteria (SMART goals)
- Section 5, Timeline & check-in schedule
- Section 6, Consequences of not meeting the bar
- Section 7, Acknowledgment & signatures
- Weekly/biweekly check-in log table

**Before you use this:** This template is a communication and documentation structure, not legal advice. PIP requirements vary by jurisdiction, employment classification, and company policy, have HR and/or employment counsel review before issuing any PIP. The value of this template is in forcing specificity: a PIP that names a skill, shows the evidence, and states a measurable bar holds up far better, for the company and for the rep, than a vague warning letter.

---

## Header

- **Employee name:**
- **Role / Title:**
- **Manager name:**
- **HR partner (if applicable):**
- **PIP start date:**
- **PIP review date(s):**
- **PIP end date:**

## Section 1, Performance Concern Summary

State the gap between expected and actual performance in measurable terms. Avoid characterizations ("bad attitude," "not a team player"), state what was measured.

> Example: "Quota attainment has been below 70% for the trailing two quarters (Q1: 64%, Q2: 61%), against a team average of 91% over the same period."

**Performance concern (fill in):**
_________________________________________________

**Measured against (target/benchmark):**
_________________________________________________

**Time period this reflects:**
_________________________________________________

## Section 2, Named Competency Gaps (With Evidence)

This is the section that separates a fair PIP from a paper trail built to justify a decision already made. Name the actual skill(s) behind the performance gap: not the outcome, the cause.

| Named competency gap | Observed evidence (date, source, specific instance) | Impact on outcome |
|---|---|---|
| e.g., Discovery: doesn't uncover business impact before proposing | Ride-along 03/12: rep proposed solution before asking a single impact question | Deals stall at proposal stage; win rate on discovery-skipped deals is half the team average |
| | | |
| | | |

**Evidence sources to draw from:** ride-along notes, CRM/pipeline data, call recordings, prior 1:1 documentation, the Coaching Effectiveness Scorecard's Skill-Linkage criterion, the Sales Skills Self-Assessment (compare rep's self-rating to observed reality).

## Section 3: Support & Resources Provided

A PIP must show the company met its obligation to support improvement, not just document failure. List everything provided or committed to during this period.

- [ ] Increased coaching cadence: ___ hours/week (see Sales Coaching Cadence Calculator for the recommended allocation at this attainment level)
- [ ] Ride-alongs/shadowing scheduled: ___ per week
- [ ] Specific training/resource assigned: _________________________________________________
- [ ] Peer mentor or shadowing partner assigned: _________________________________________________
- [ ] Tools/access provided: _________________________________________________
- [ ] Manager availability commitment: _________________________________________________

## Section 4: Measurable Success Criteria (SMART Goals)

State the bar in numbers the rep can track themselves, without waiting to be told whether they're on pace.

| Success criterion | Metric | Target | Measured by |
|---|---|---|---|
| e.g., Discovery skill applied consistently | % of observed calls with 2+ impact questions before proposing | 90% by day 45 | Ride-along checklist score |
| e.g., Pipeline attainment | Quota attainment | 85%+ | CRM report, 30/60/90-day marks |
| | | | |

## Section 5, Timeline & Check-In Schedule

- **Day 30 review date:** _______, Focus: is the named skill showing up at all in observed behavior?
- **Day 60 review date:** _______: Focus: is the skill showing up consistently, is attainment trending up?
- **Day 90 / final review date:** _______, Focus: has the measurable bar in Section 4 been met?

| Check-in date | Attended by | Skill progress noted | Attainment/metric update | Next step |
|---|---|---|---|---|
| | | | | |
| | | | | |

## Section 6: Consequences of Not Meeting the Bar

State plainly, without ambiguity, what happens at each review point if the criteria in Section 4 are not met. Have HR/legal confirm this language matches company policy and jurisdiction requirements before it's issued.

> "If the success criteria in Section 4 are not met by [final review date], [company name] may proceed to further action, up to and including termination of employment, consistent with company policy."

## Section 7, Acknowledgment & Signatures

> "I acknowledge that I have received and reviewed this Performance Improvement Plan. My signature confirms I have read and understand the concerns, the support being provided, and the success criteria described above. It does not necessarily indicate agreement with the plan's contents."

- **Employee signature / date:** _________________________________________________
- **Manager signature / date:** _________________________________________________
- **HR signature / date (if applicable):** _________________________________________________

*Employee comments (optional, attach separately if more space is needed):*
_________________________________________________