{"id":8113,"date":"2026-08-27T18:34:31","date_gmt":"2026-08-27T18:34:31","guid":{"rendered":"https:\/\/www.qandle.com\/blog\/?p=8113"},"modified":"2026-09-01T07:30:46","modified_gmt":"2026-09-01T07:30:46","slug":"performance-improvement-plan-pip-template-examples","status":"publish","type":"post","link":"https:\/\/www.qandle.com\/blog\/performance-improvement-plan-pip-template-examples\/","title":{"rendered":"HR Performance Improvement Plan (PIP): Process, Template, and Examples"},"content":{"rendered":"\n<p>When an employee consistently falls short of expected performance standards, HR teams need a structured way to address the gap without relying on vague warnings or subjective judgments. A <a href=\"https:\/\/www.qandle.com\/glossary-performance-improvement-plan-pip\">Performance Improvement Plan (PIP)<\/a> provides that structure by defining performance concerns, measurable expectations, support mechanisms, timelines, and review checkpoints. When designed properly, a PIP is not simply a disciplinary document it can become a practical framework for helping employees understand expectations and improve. This guide explains the PIP process, key components, templates, examples, best practices, and common mistakes HR leaders should avoid.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"TLDR\"><\/span><strong>TL;DR<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<ul>\n<li>A Performance Improvement Plan (PIP) is a structured plan designed to help an employee address specific performance gaps.<\/li>\n\n\n\n<li>An effective PIP should define the performance issue, expected standards, measurable goals, support provided, timeline, and review process.<\/li>\n\n\n\n<li>PIP objectives should be specific and measurable rather than broad statements such as &#8220;improve performance.&#8221;<\/li>\n\n\n\n<li>Regular manager-employee check-ins are essential for tracking progress and addressing obstacles.<\/li>\n\n\n\n<li>HR should document feedback and outcomes consistently to maintain transparency and fairness.<\/li>\n\n\n\n<li>A PIP should focus on improvement and support rather than being used solely as a disciplinary mechanism.<\/li>\n\n\n\n<li>Performance management software can help HR teams manage goals, reviews, feedback, scorecards, and performance analytics in a centralized system.<\/li>\n<\/ul>\n\n\n\n<div class=\"lmb3\" style=\"display: flex;padding: 20px 20px;background: #e5f2fd;grid-column-gap: 8px;font-size: 18px; border-radius: 6px;border: 1px solid #c9e1f4;align-items: center;\">\n                <img  title=\"bb HR Performance Improvement Plan (PIP): Process, Template, and Examples\" decoding=\"async\" style=\"width: 22px;position: relative; top: -12px\" src=\"https:\/\/qandle.com\/img\/bb.png\"  alt=\"bb HR Performance Improvement Plan (PIP): Process, Template, and Examples\" >\n                <p><strong> Looking for the Performance Management Software\n <\/strong>? Check out the <a target=\"_blank\"href=\"https:\/\/www.qandle.com\/performance-management-software.html\" rel=\"noopener\"> Performance Management Software.<\/a><\/p>\n            <\/div><\/p> \n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"What_Is_a_Performance_Improvement_Plan_PIP\"><\/span><strong>What Is a Performance Improvement Plan (PIP)?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>A Performance Improvement Plan (PIP) is a formal, structured document that outlines the performance areas an employee needs to improve and the specific expectations they must meet within a defined period.<\/p>\n\n\n\n<p>A PIP typically identifies the gap between current performance and expected performance. It then translates that gap into measurable objectives, assigns a timeframe for improvement, and establishes regular review points.<\/p>\n\n\n\n<p>The goal is to remove ambiguity. Instead of telling an employee to &#8220;perform better,&#8221; the manager can explain what needs to change, what successful performance looks like, how progress will be measured, and what support is available.<\/p>\n\n\n\n<p>A Performance Improvement Plan (PIP) is a structured performance management document that defines an employee&#8217;s performance gaps, measurable improvement goals, support, timeline, and review criteria.<\/p>\n\n\n\n<p>A PIP can be used for different performance concerns, including missed targets, quality issues, recurring delays, communication problems, or failure to meet role-specific expectations. However, the exact process should align with the organization&#8217;s performance policy and applicable employment requirements.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Why_Is_a_Performance_Improvement_Plan_Important\"><\/span><strong>Why Is a Performance Improvement Plan Important?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Creates_Clear_Performance_Expectations\"><\/span><strong>Creates Clear Performance Expectations<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>One of the biggest problems in performance management is ambiguity.<\/p>\n\n\n\n<p>An employee may believe they are performing adequately while a manager may expect substantially different results. A PIP creates a shared understanding by documenting specific expectations.<\/p>\n\n\n\n<p>For example, &#8220;improve customer service&#8221; is difficult to measure. A stronger objective could be &#8220;maintain an average customer satisfaction score of at least X over the next 60 days, subject to the agreed measurement method.&#8221;<\/p>\n\n\n\n<p>The more precise the expectation, the easier it becomes for both employee and manager to assess progress objectively.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Makes_Performance_Management_More_Structured\"><\/span><strong>Makes Performance Management More Structured<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Without a formal process, performance conversations can become inconsistent.<\/p>\n\n\n\n<p>One manager may give frequent feedback while another waits until an annual review. A structured PIP introduces defined checkpoints and documentation, creating a more consistent approach to performance improvement.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Gives_Employees_an_Opportunity_to_Improve\"><\/span><strong>Gives Employees an Opportunity to Improve<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>A PIP should not simply communicate that performance is inadequate. It should explain how the employee can improve.<\/p>\n\n\n\n<p>That can include coaching, training, clearer priorities, additional resources, mentoring, or more frequent manager check-ins. The purpose is to give the employee a reasonable path toward meeting expectations.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Provides_Better_Documentation\"><\/span><strong>Provides Better Documentation<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Performance issues often develop over time.<\/p>\n\n\n\n<p>Documenting the concern, expectations, feedback, and outcomes gives HR and managers a clearer record of what was communicated and how the employee responded.<\/p>\n\n\n\n<p>This is particularly important when performance decisions later need to be reviewed internally.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"When_Should_HR_Use_a_PIP\"><\/span><strong>When Should HR Use a PIP?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>A PIP is most useful when there is a specific and identifiable performance gap that can reasonably be improved.<\/p>\n\n\n\n<p>Common situations include:<\/p>\n\n\n\n<ul>\n<li>Consistently missing measurable targets<\/li>\n\n\n\n<li>Repeated quality issues<\/li>\n\n\n\n<li>Failure to complete assigned responsibilities<\/li>\n\n\n\n<li>Recurring missed deadlines<\/li>\n\n\n\n<li>Productivity below established role expectations<\/li>\n\n\n\n<li>Gaps in required skills<\/li>\n\n\n\n<li>Problems identified through structured performance reviews<\/li>\n\n\n\n<li>Repeated feedback that has not resulted in sufficient improvement<\/li>\n<\/ul>\n\n\n\n<p>However, not every workplace problem should automatically result in a PIP.<\/p>\n\n\n\n<p>For example, serious misconduct, harassment, deliberate policy violations, or other disciplinary matters may require a separate process under the organization&#8217;s policies.<\/p>\n\n\n\n<p>The decision to initiate a PIP should therefore be based on the nature of the issue, existing performance documentation, organizational policy, and applicable requirements.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Key_Elements_of_a_Performance_Improvement_Plan\"><\/span><strong>Key Elements of a Performance Improvement Plan<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"1_Employee_and_Role_Details\"><\/span><strong>1. Employee and Role Details<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Begin with basic information:<\/p>\n\n\n\n<ul>\n<li>Employee name<\/li>\n\n\n\n<li>Employee ID<\/li>\n\n\n\n<li>Job title<\/li>\n\n\n\n<li>Department<\/li>\n\n\n\n<li>Manager<\/li>\n\n\n\n<li>Date of PIP<\/li>\n\n\n\n<li>PIP duration<\/li>\n<\/ul>\n\n\n\n<p>This establishes exactly who the plan applies to and when it begins.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"2_Performance_Concerns\"><\/span><strong>2. Performance Concerns<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Describe the performance gaps clearly and objectively.<\/p>\n\n\n\n<p>Avoid statements such as:<\/p>\n\n\n\n<p>&#8220;You are not committed to your job.&#8221;<\/p>\n\n\n\n<p>Instead, describe observable outcomes:<\/p>\n\n\n\n<p>&#8220;Three project deliverables were submitted after the agreed deadlines during the previous review period.&#8221;<\/p>\n\n\n\n<p>The second statement gives the employee something concrete to understand and address.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"3_Expected_Performance_Standards\"><\/span><strong>3. Expected Performance Standards<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>The PIP should explain what acceptable performance looks like.<\/p>\n\n\n\n<p>These standards should ideally connect to the employee&#8217;s role, existing goals, job responsibilities, or established team metrics.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"4_Improvement_Goals\"><\/span><strong>4. Improvement Goals<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Each goal should be measurable wherever possible.<\/p>\n\n\n\n<p>A useful structure is:<\/p>\n\n\n\n<p><strong>Current Gap \u2192 Expected Standard \u2192 Measurement \u2192 Deadline<\/strong><\/p>\n\n\n\n<p>This approach makes progress easier to evaluate.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"5_Support_and_Resources\"><\/span><strong>5. Support and Resources<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>An employee cannot be expected to improve without reasonable clarity and support.<\/p>\n\n\n\n<p>Depending on the situation, support may include training, coaching, mentoring, access to resources, revised priorities, or additional manager check-ins.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"6_Review_Schedule\"><\/span><strong>6. Review Schedule<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Set specific dates for progress discussions.<\/p>\n\n\n\n<p>For example:<\/p>\n\n\n\n<ul>\n<li>Week 1: Initial alignment<\/li>\n\n\n\n<li>Week 3: Progress review<\/li>\n\n\n\n<li>Week 6: Midpoint assessment<\/li>\n\n\n\n<li>Week 8: Final review<\/li>\n<\/ul>\n\n\n\n<p>Regular checkpoints prevent the PIP from becoming a document that is ignored until the final evaluation.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"7_Consequences_and_Next_Steps\"><\/span><strong>7. Consequences and Next Steps<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>The PIP should explain what happens at the end of the improvement period.<\/p>\n\n\n\n<p>Depending on the organization&#8217;s policy and the outcome, this could include successful completion, continuation of the plan, reassignment, or further employment action.<\/p>\n\n\n\n<p>The language should be accurate and consistent with company policy.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Performance_Improvement_Plan_Process\"><\/span><strong>Performance Improvement Plan Process<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Step_1_Identify_the_Performance_Gap\"><\/span><strong>Step 1: Identify the Performance Gap<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>The process starts with evidence.<\/p>\n\n\n\n<p>Managers should identify where actual performance differs from the expected standard. This could come from performance metrics, project outcomes, quality measures, customer feedback, or documented review discussions.<\/p>\n\n\n\n<p>The focus should be on observable performance rather than assumptions about an employee&#8217;s attitude or intentions.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Step_2_Discuss_the_Concern_With_the_Employee\"><\/span><strong>Step 2: Discuss the Concern With the Employee<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Before finalizing the PIP, the manager should discuss the performance concern with the employee.<\/p>\n\n\n\n<p>This conversation gives the employee an opportunity to explain challenges, clarify expectations, and identify obstacles that may not be visible to management.<\/p>\n\n\n\n<p>It also helps establish that the PIP is based on a genuine performance gap rather than surprise or subjective judgment.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Step_3_Define_Measurable_Goals\"><\/span><strong>Step 3: Define Measurable Goals<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>The manager and HR should translate the performance concern into specific objectives.<\/p>\n\n\n\n<p>For example, instead of &#8220;improve reporting,&#8221; the goal might specify the expected reporting frequency, accuracy standard, deadline, and measurement method.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Step_4_Define_Support\"><\/span><strong>Step 4: Define Support<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Determine what the organization will provide to help the employee improve.<\/p>\n\n\n\n<p>This could include training, coaching, documentation, access to tools, or regular manager feedback.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Step_5_Set_the_Timeline\"><\/span><strong>Step 5: Set the Timeline<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Define how long the employee has to demonstrate improvement.<\/p>\n\n\n\n<p>The appropriate duration depends on the role and the nature of the performance issue. A complex skill gap may require more time than a straightforward process issue.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Step_6_Conduct_Regular_Reviews\"><\/span><strong>Step 6: Conduct Regular Reviews<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Progress should be discussed throughout the PIP period rather than only at the end.<\/p>\n\n\n\n<p>These meetings provide opportunities to recognize improvement, address obstacles, revise support where appropriate, and document progress.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Step_7_Evaluate_the_Outcome\"><\/span><strong>Step 7: Evaluate the Outcome<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>At the end of the PIP, compare the employee&#8217;s performance against the documented objectives.<\/p>\n\n\n\n<p>The outcome should be based on evidence and the criteria communicated at the beginning of the process.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Performance_Improvement_Plan_Template\"><\/span><strong>Performance Improvement Plan Template<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Here is a practical <strong>PIP template<\/strong> HR teams can adapt:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Performance_Improvement_Plan\"><\/span><strong>Performance Improvement Plan<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p><strong>Employee Name:<\/strong> [Name]<br><strong>Employee ID:<\/strong> [ID]<br><strong>Designation:<\/strong> [Job Title]<br><strong>Department:<\/strong> [Department]<br><strong>Manager:<\/strong> [Manager Name]<br><strong>PIP Start Date:<\/strong> [Date]<br><strong>PIP End Date:<\/strong> [Date]<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>1. Purpose of the Plan<\/strong><\/h4>\n\n\n\n<p>This Performance Improvement Plan has been initiated to address specific performance areas requiring improvement and to establish clear expectations and measurable objectives.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>2. Performance Areas Requiring Improvement<\/strong><\/h4>\n\n\n\n<p><strong>Area 1: [Performance Area]<\/strong><strong><br><\/strong>Current concern: [Specific, factual description]<\/p>\n\n\n\n<p><strong>Area 2: [Performance Area]<\/strong><strong><br><\/strong>Current concern: [Specific, factual description]<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>3. Expected Performance<\/strong><\/h4>\n\n\n\n<p>The employee is expected to:<\/p>\n\n\n\n<ul>\n<li>[Specific expectation]<\/li>\n\n\n\n<li>[Specific expectation]<\/li>\n\n\n\n<li>[Specific expectation]<\/li>\n<\/ul>\n\n\n\n<style>\n                .lmbanads{background-color:#e6f5ff;padding:30px 30px;display:flex;justify-content:space-between;border-radius:6px;border:1px solid #cae0ef;align-items:center;gap:3px}.lmbadsheading{font-size:32px;font-weight:700;margin-bottom:11px}.lmbadsp{font-size:17px;margin-bottom:12px}a.lmbnadsa{display:inline-block;background:#7699df;padding:9px 13px;border-radius:4px;color:#fff;font-weight:700}\n            <\/style>\n            <div class=\"lmbanads\" style=\"background-color: #fff;\">\n                <div class=\"lmbndetail\">\n                    <div class=\"lmbadsheading\"><strong>Performance management <\/strong>  to Build Performance-Led Culture <\/div>\n                    <div class=\"lmbadsp\">Develop your employees with regular feedback, coaching and training<\/div>\n                    <a class=\"lmbnadsa\" href=\"https:\/\/www.qandle.com\/contact-us.html\" target=\"_blank\" rel=\"noopener\">Click Here<\/a>\n                <\/div>\n                <div class=\"lmbanadsmg\">\n                    <img  title=\"hrms-performance HR Performance Improvement Plan (PIP): Process, Template, and Examples\" decoding=\"async\"  src=\"https:\/\/www.qandle.com\/img\/inner_page\/hrms-performance.jpg\"  alt=\"hrms-performance HR Performance Improvement Plan (PIP): Process, Template, and Examples\" \/>\n                <\/div>\n            <\/div>\n        \n<h4 class=\"wp-block-heading\"><strong>4. Improvement Goals<\/strong><\/h4>\n\n\n\n<figure class=\"wp-block-table\"><table><tbody><tr><td><strong>Performance Area<\/strong><\/td><td><strong>Current Gap<\/strong><\/td><td><strong>Expected Standard<\/strong><\/td><td><strong>Measurement<\/strong><\/td><td><strong>Deadline<\/strong><\/td><\/tr><tr><td>Quality<\/td><td>[Current level]<\/td><td>[Expected level]<\/td><td>[Metric]<\/td><td>[Date]<\/td><\/tr><tr><td>Productivity<\/td><td>[Current level]<\/td><td>[Expected level]<\/td><td>[Metric]<\/td><td>[Date]<\/td><\/tr><tr><td>Timeliness<\/td><td>[Current level]<\/td><td>[Expected level]<\/td><td>[Metric]<\/td><td>[Date]<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>5. Support Provided<\/strong><\/h4>\n\n\n\n<p>The organization will provide:<\/p>\n\n\n\n<ul>\n<li>[Training]<\/li>\n\n\n\n<li>[Manager coaching]<\/li>\n\n\n\n<li>[Resources\/tools]<\/li>\n\n\n\n<li>[Regular feedback sessions]<\/li>\n<\/ul>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>6. Review Schedule<\/strong><\/h4>\n\n\n\n<p>Progress will be reviewed on:<\/p>\n\n\n\n<ul>\n<li>[Date]<\/li>\n\n\n\n<li>[Date]<\/li>\n\n\n\n<li>[Date]<\/li>\n\n\n\n<li>[Final review date]<\/li>\n<\/ul>\n\n\n\n<h4 class=\"wp-block-heading\"><strong>7. Outcome<\/strong><\/h4>\n\n\n\n<p>At the end of the PIP period, performance will be evaluated against the objectives outlined above. Further action, if required, will be determined according to company policy and applicable requirements.<\/p>\n\n\n\n<p><strong>Employee Signature:<\/strong> __________________<br><strong>Manager Signature:<\/strong> __________________<br><strong>HR Representative:<\/strong> __________________<br><strong>Date:<\/strong> __________________<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Performance_Improvement_Plan_Example\"><\/span><strong>Performance Improvement Plan Example<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Consider a sales employee whose quarterly performance has consistently fallen below the established target.<\/p>\n\n\n\n<p>A weak PIP might simply say:<\/p>\n\n\n\n<p>&#8220;Improve sales performance within 60 days.&#8221;<\/p>\n\n\n\n<p>That statement does not define how improvement will be measured.<\/p>\n\n\n\n<p>A stronger approach could be:<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><tbody><tr><td><strong>Area<\/strong><\/td><td><strong>Current Performance<\/strong><\/td><td><strong>Expected Performance<\/strong><\/td><td><strong>Review<\/strong><\/td><\/tr><tr><td>Qualified leads<\/td><td>18\/month<\/td><td>30\/month<\/td><td>Weekly<\/td><\/tr><tr><td>Client meetings<\/td><td>8\/month<\/td><td>15\/month<\/td><td>Weekly<\/td><\/tr><tr><td>CRM updates<\/td><td>Inconsistent<\/td><td>100% of active opportunities updated within 48 hours<\/td><td>Weekly<\/td><\/tr><tr><td>Sales target<\/td><td>62% of target<\/td><td>Minimum 90% of agreed target<\/td><td>Monthly<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p>The manager could then provide weekly coaching, review the employee&#8217;s pipeline, identify barriers, and discuss progress against each metric.<\/p>\n\n\n\n<p>This approach gives the employee a measurable roadmap rather than simply communicating dissatisfaction.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"PIP_Example_for_Attendance_and_Timeliness\"><\/span><strong>PIP Example for Attendance and Timeliness<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Performance concerns are not always about output.<\/p>\n\n\n\n<p>Suppose an employee repeatedly arrives after the scheduled start time and misses important team meetings.<\/p>\n\n\n\n<p>A PIP could define expectations such as:<\/p>\n\n\n\n<ul>\n<li>Follow the scheduled working hours consistently.<\/li>\n\n\n\n<li>Attend required team meetings on time.<\/li>\n\n\n\n<li>Notify the manager in advance when an unavoidable delay occurs.<\/li>\n\n\n\n<li>Demonstrate consistent compliance with the agreed attendance expectations throughout the review period.<\/li>\n<\/ul>\n\n\n\n<p>The organization should use its established attendance records and policies to evaluate progress rather than relying on informal observations.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"PIP_Example_for_Quality_of_Work\"><\/span><strong>PIP Example for Quality of Work<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>For an employee whose work frequently contains errors, the plan should define the quality standard.<\/p>\n\n\n\n<p>For example:<\/p>\n\n\n\n<p><strong>Performance concern:<\/strong> Repeated errors in monthly reports require corrections and delay downstream work.<\/p>\n\n\n\n<p><strong>Improvement goal:<\/strong> Submit monthly reports meeting the agreed accuracy standard and complete the required quality-check process before submission.<\/p>\n\n\n\n<p><strong>Support:<\/strong> Manager provides a reporting checklist and conducts two coaching sessions during the first month.<\/p>\n\n\n\n<p><strong>Measurement:<\/strong> Review submitted reports against the agreed quality criteria.<\/p>\n\n\n\n<p><strong>Timeline:<\/strong> Progress reviewed weekly for the first month and formally assessed at the end of the PIP period.<\/p>\n\n\n\n<p>The important principle is that the employee should understand exactly what &#8220;better performance&#8221; means.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"PIP_vs_Performance_Review\"><\/span><strong>PIP vs Performance Review<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>A <a href=\"https:\/\/www.qandle.com\/glossary-performance-review\">performance review <\/a>and a Performance Improvement Plan serve different purposes.<\/p>\n\n\n\n<p>A performance review evaluates an employee&#8217;s performance over a defined period. It may cover achievements, goals, strengths, development areas, feedback, and future objectives.<\/p>\n\n\n\n<p>A PIP is more targeted. It focuses specifically on significant performance gaps and establishes a structured improvement plan.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><tbody><tr><td><strong>Factor<\/strong><\/td><td><strong>Performance Review<\/strong><\/td><td><strong>Performance Improvement Plan<\/strong><\/td><\/tr><tr><td>Primary purpose<\/td><td>Evaluate performance<\/td><td>Address specific performance gaps<\/td><\/tr><tr><td>Scope<\/td><td>Broad<\/td><td>Targeted<\/td><\/tr><tr><td>Frequency<\/td><td>Periodic<\/td><td>Usually initiated when needed<\/td><\/tr><tr><td>Goals<\/td><td>Review achievements and development<\/td><td>Define measurable improvement<\/td><\/tr><tr><td>Timeline<\/td><td>Review cycle<\/td><td>Defined improvement period<\/td><\/tr><tr><td>Support<\/td><td>May include development planning<\/td><td>Explicitly identifies improvement support<\/td><\/tr><tr><td>Outcome<\/td><td>Performance assessment<\/td><td>Improvement outcome and next steps<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p>A PIP can follow a performance review, but the two processes should not be treated as interchangeable.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"How_to_Make_a_PIP_Fair_and_Effective\"><\/span><strong>How to Make a PIP Fair and Effective<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Use_Objective_Evidence\"><\/span><strong>Use Objective Evidence<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Performance decisions should be grounded in measurable outcomes and documented observations.<\/p>\n\n\n\n<p>Using evidence reduces the risk that the PIP becomes a reflection of personal preferences or manager bias.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Make_Goals_Achievable\"><\/span><strong>Make Goals Achievable<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>The purpose of a PIP is to create a reasonable opportunity for improvement.<\/p>\n\n\n\n<p>Setting unrealistic targets can undermine the process and make it difficult to determine whether the employee genuinely had an opportunity to succeed.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Provide_Regular_Feedback\"><\/span><strong>Provide Regular Feedback<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Employees should not discover at the end of the PIP that they were failing.<\/p>\n\n\n\n<p>Regular check-ins make the process more transparent and allow managers to address problems early.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Document_Progress\"><\/span><strong>Document Progress<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Record important discussions, feedback, training, agreed actions, and progress against objectives.<\/p>\n\n\n\n<p>Consistent documentation helps HR and managers maintain an accurate record of the process.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Recognize_Improvement\"><\/span><strong>Recognize Improvement<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>A PIP should not focus exclusively on shortcomings.<\/p>\n\n\n\n<p>When an employee makes meaningful progress, acknowledge it. Positive reinforcement can help maintain motivation and demonstrate that the goal is genuine improvement.<\/p>\n\n\n\n<p>Pro Tip: Build every PIP around observable evidence and measurable outcomes. Replace subjective statements such as &#8220;show more ownership&#8221; with defined behaviors, deliverables, deadlines, and success criteria.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Common_PIP_Mistakes_HR_Teams_Should_Avoid\"><\/span><strong>Common PIP Mistakes HR Teams Should Avoid<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Using_a_PIP_as_a_Surprise\"><\/span><strong>Using a PIP as a Surprise<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>If an employee receives a PIP without prior feedback or context, they may perceive the process as punitive.<\/p>\n\n\n\n<p>Where appropriate, performance concerns should be communicated before the formal plan so the employee understands the issue.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Setting_Vague_Goals\"><\/span><strong>Setting Vague Goals<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>&#8220;Improve communication&#8221; is difficult to measure.<\/p>\n\n\n\n<p>Define what improvement means in the context of the role for example, meeting reporting deadlines, providing required project updates, or responding to internal requests within an agreed timeframe.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Focusing_Only_on_Failure\"><\/span><strong>Focusing Only on Failure<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>A PIP should explain how improvement can happen.<\/p>\n\n\n\n<p>Training, coaching, resources, and regular feedback should be considered where relevant.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Waiting_Until_the_Final_Review\"><\/span><strong>Waiting Until the Final Review<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>A manager who does not check progress for several weeks loses valuable opportunities to correct courses.<\/p>\n\n\n\n<p>Regular checkpoints make the process more useful for everyone involved.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Treating_Every_Performance_Issue_the_Same\"><\/span><strong>Treating Every Performance Issue the Same<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Performance problems have different causes.<\/p>\n\n\n\n<p>A skill gap may require training. An unclear workload may require priority changes. A process problem may require better tools or guidance.<\/p>\n\n\n\n<p>HR should understand the underlying issue before determining the appropriate response.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"How_Qandle_Supports_Performance_Improvement_Management\"><\/span><strong>How Qandle Supports Performance Improvement Management<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Managing a PIP effectively requires more than maintaining a document. HR teams need visibility into goals, reviews, feedback, performance scores, development needs, and progress over time.<\/p>\n\n\n\n<p>Qandle&#8217;s Performance Management System supports Goal &amp; OKR Setting, allowing employees and managers to define measurable objectives. It also supports periodic reviews and appraisal cycles, including quarterly, half-yearly, or annual cycles.<\/p>\n\n\n\n<p>The platform also provides 360-Degree Feedback, collecting feedback from peers, managers, and direct reports, along with Performance Scorecards &amp; Analytics to help HR identify high performers and skill gaps.<\/p>\n\n\n\n<p>These capabilities can provide a more structured foundation for performance conversations, helping HR move from scattered spreadsheets and disconnected feedback toward a centralized performance management process.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Why_HR_Teams_Should_Manage_PIPs_With_Qandle\"><\/span><strong>Why HR Teams Should Manage PIPs With Qandle<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>A Performance Improvement Plan works best when goals, reviews, feedback, and outcomes are consistently documented. Qandle&#8217;s PMS brings goal setting, periodic performance reviews, 360-degree feedback, and performance scorecards into one structured system.<\/p>\n\n\n\n<p>For HR leaders, this creates better visibility into performance trends and skill gaps while giving managers a structured framework for ongoing performance conversations. Qandle&#8217;s analytics and reporting capabilities also extend across performance data, helping leadership make more informed workforce decisions.<\/p>\n\n\n\n<p><strong>Conclusion<\/strong><\/p>\n\n\n\n<p>A Performance Improvement Plan (PIP) should provide clarity, accountability, and a genuine opportunity for improvement. The strongest PIPs do not rely on vague criticism. Instead, they identify specific performance gaps, establish measurable expectations, define support, set a realistic timeline, and create regular opportunities for feedback.<\/p>\n\n\n\n<p>For HR leaders, consistency is critical. Managers should use objective evidence, document progress, communicate expectations clearly, and evaluate employees against the criteria established at the beginning of the process.<\/p>\n\n\n\n<p>Technology can make this process easier to manage at scale. Qandle&#8217;s Performance Management System supports goal setting, periodic reviews, 360-degree feedback, performance scorecards, and analytics, giving HR teams a centralized framework for managing performance.<\/p>\n\n\n\n<p>Ready to build a more structured performance management process? <a href=\"http:\/\/qandle.com\">Book a personalized demo today with Qandle<\/a>.<\/p>\n\n\n\n<p><strong>Performance Improvement Plan FAQs<\/strong><\/p>\n\n\n<style>#sp-ea-8112 .spcollapsing { height: 0; overflow: hidden; transition-property: height;transition-duration: 300ms;}#sp-ea-8112.sp-easy-accordion>.sp-ea-single {margin-bottom: 10px; border: 1px solid #e2e2e2; }#sp-ea-8112.sp-easy-accordion>.sp-ea-single>.ea-header a {color: #444;}#sp-ea-8112.sp-easy-accordion>.sp-ea-single>.sp-collapse>.ea-body {background: #fff; color: #444;}#sp-ea-8112.sp-easy-accordion>.sp-ea-single {background: #eee;}#sp-ea-8112.sp-easy-accordion>.sp-ea-single>.ea-header a .ea-expand-icon { float: left; color: #444;font-size: 16px;}<\/style><div id=\"sp_easy_accordion-1788200838\"><div id=\"sp-ea-8112\" class=\"sp-ea-one sp-easy-accordion\" data-ex-icon=\"minus\" data-col-icon=\"plus\"  data-ea-active=\"ea-click\"  data-ea-mode=\"vertical\" data-preloader=\"\" data-scroll-active-item=\"\" data-offset-to-scroll=\"0\"><div class=\"ea-card ea-expand sp-ea-single\"><div class=\"ea-header\"><a class=\"collapsed\" id=\"ea-header-81120\" data-sptoggle=\"spcollapse\" data-sptarget=\"#collapse81120\" aria-controls=\"collapse81120\" href=\"javascript:void(0)\"  aria-expanded=\"true\" tabindex=\"0\"><i class=\"ea-expand-icon ea-icon-expand-minus\"><\/i> What is a Performance Improvement Plan (PIP)?<\/a><\/div><div class=\"sp-collapse spcollapse collapsed show\" id=\"collapse81120\" data-parent=\"#sp-ea-8112\" role=\"region\" aria-labelledby=\"ea-header-81120\"><div class=\"ea-body\"><p><span style=\"font-weight: 400\">A Performance Improvement Plan is a formal plan that identifies an employee's performance gaps and establishes measurable goals, support, timelines, and review criteria to help the employee improve.<\/span><\/p>\n<\/div><\/div><\/div><div class=\"ea-card  sp-ea-single\"><div class=\"ea-header\"><a class=\"collapsed\" id=\"ea-header-81121\" data-sptoggle=\"spcollapse\" data-sptarget=\"#collapse81121\" aria-controls=\"collapse81121\" href=\"javascript:void(0)\"  aria-expanded=\"false\" tabindex=\"0\"><i class=\"ea-expand-icon ea-icon-expand-plus\"><\/i> How long should a PIP last?<\/a><\/div><div class=\"sp-collapse spcollapse \" id=\"collapse81121\" data-parent=\"#sp-ea-8112\" role=\"region\" aria-labelledby=\"ea-header-81121\"><div class=\"ea-body\"><p><span style=\"font-weight: 400\">There is no universal duration. The appropriate timeframe depends on the role, performance issue, complexity of the required improvement, company policy, and other relevant circumstances.<\/span><\/p>\n<\/div><\/div><\/div><div class=\"ea-card  sp-ea-single\"><div class=\"ea-header\"><a class=\"collapsed\" id=\"ea-header-81122\" data-sptoggle=\"spcollapse\" data-sptarget=\"#collapse81122\" aria-controls=\"collapse81122\" href=\"javascript:void(0)\"  aria-expanded=\"false\" tabindex=\"0\"><i class=\"ea-expand-icon ea-icon-expand-plus\"><\/i> What should be included in a PIP?<\/a><\/div><div class=\"sp-collapse spcollapse \" id=\"collapse81122\" data-parent=\"#sp-ea-8112\" role=\"region\" aria-labelledby=\"ea-header-81122\"><div class=\"ea-body\"><p><span style=\"font-weight: 400\">A PIP should generally include the performance concerns, expected standards, measurable goals, support or resources, timeline, review schedule, documentation process, and potential next steps.<\/span><\/p>\n<\/div><\/div><\/div><div class=\"ea-card  sp-ea-single\"><div class=\"ea-header\"><a class=\"collapsed\" id=\"ea-header-81123\" data-sptoggle=\"spcollapse\" data-sptarget=\"#collapse81123\" aria-controls=\"collapse81123\" href=\"javascript:void(0)\"  aria-expanded=\"false\" tabindex=\"0\"><i class=\"ea-expand-icon ea-icon-expand-plus\"><\/i> Is a PIP the same as a performance review?<\/a><\/div><div class=\"sp-collapse spcollapse \" id=\"collapse81123\" data-parent=\"#sp-ea-8112\" role=\"region\" aria-labelledby=\"ea-header-81123\"><div class=\"ea-body\"><p><span style=\"font-weight: 400\">No. A performance review broadly evaluates an employee's performance, while a PIP specifically addresses identified performance gaps and creates a structured plan for improvement.<\/span><\/p>\n<\/div><\/div><\/div><div class=\"ea-card  sp-ea-single\"><div class=\"ea-header\"><a class=\"collapsed\" id=\"ea-header-81124\" data-sptoggle=\"spcollapse\" data-sptarget=\"#collapse81124\" aria-controls=\"collapse81124\" href=\"javascript:void(0)\"  aria-expanded=\"false\" tabindex=\"0\"><i class=\"ea-expand-icon ea-icon-expand-plus\"><\/i> Should a PIP include measurable goals?<\/a><\/div><div class=\"sp-collapse spcollapse \" id=\"collapse81124\" data-parent=\"#sp-ea-8112\" role=\"region\" aria-labelledby=\"ea-header-81124\"><div class=\"ea-body\"><p><span style=\"font-weight: 400\">Yes. Measurable goals make it easier for employees and managers to understand expectations and objectively evaluate progress.<\/span><\/p>\n<\/div><\/div><\/div><div class=\"ea-card  sp-ea-single\"><div class=\"ea-header\"><a class=\"collapsed\" id=\"ea-header-81125\" data-sptoggle=\"spcollapse\" data-sptarget=\"#collapse81125\" aria-controls=\"collapse81125\" href=\"javascript:void(0)\"  aria-expanded=\"false\" tabindex=\"0\"><i class=\"ea-expand-icon ea-icon-expand-plus\"><\/i> Can HR software help manage PIPs?<\/a><\/div><div class=\"sp-collapse spcollapse \" id=\"collapse81125\" data-parent=\"#sp-ea-8112\" role=\"region\" aria-labelledby=\"ea-header-81125\"><div class=\"ea-body\"><p><span style=\"font-weight: 400\">Yes. Performance management software can help centralize goals, reviews, feedback, scorecards, analytics, and employee performance records, making performance improvement processes easier to structure and monitor.<\/span><\/p>\n<\/div><\/div><\/div><\/div><\/div>\n\n\n\n<p><\/p>\n\n\n\n<p><div class=\"lmb4\" style=\"display: flex;padding: 24px;background: #2a5585;grid-column-gap: 8px; color:#fff;font-size: 16px; border-radius: 8px;border: 1px solid #c9e1f4;align-items: center; justify-content: space-between;\">\n                <div style=\"width: calc(100% - 182px);\">\n                    <p style=\"margin:0px;font-size: 28px; font-weight: 600; margin-bottom: 16px;line-height: 32px;color: #fff\">Software You Need For All Your HR Performance Improvement Process<\/p>\n                    <div style=\"display: flex; align-items: center;text-align: center;font-size: 18px;grid-column-gap: 24px;\">\n                        <script src=\"https:\/\/www.qandle.com\/js\/blog-ads-spn.js\"><\/script> \n                    <\/div>\n                <\/div>\n                <a class=\"lm_bloa\" style=\"background: #ae3a65;padding: 15px 26px;color: #fff;border-radius: 5px; font-size: 17px\" href=\"https:\/\/www.qandle.com\/book_demo.html?book=1\"> Get Started  <\/a>\n                <\/div><\/p>\n","protected":false},"excerpt":{"rendered":"<p>When an employee consistently falls short of expected performance standards, HR teams need a structured way to address the gap without relying on vague warnings or subjective judgments. A Performance Improvement Plan (PIP) provides that structure by defining performance concerns, measurable expectations, support mechanisms, timelines, and review checkpoints. When designed properly, a PIP is not &#8230; <a title=\"HR Performance Improvement Plan (PIP): Process, Template, and Examples\" class=\"read-more\" href=\"https:\/\/www.qandle.com\/blog\/performance-improvement-plan-pip-template-examples\/\" aria-label=\"More on HR Performance Improvement Plan (PIP): Process, Template, and Examples\">Read more<\/a><\/p>\n","protected":false},"author":1,"featured_media":8125,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[776],"tags":[815],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v17.1 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Performance Improvement Plan (PIP): Template &amp; Examples<\/title>\n<meta name=\"description\" content=\"Learn the PIP process with a Performance Improvement Plan template, examples, goals, best practices, and tips for effective employee performance management.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.qandle.com\/blog\/performance-improvement-plan-pip-template-examples\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Performance Improvement Plan (PIP): Template &amp; Examples\" \/>\n<meta property=\"og:description\" content=\"Learn the PIP process with a Performance Improvement Plan template, examples, goals, best practices, and tips for effective employee performance management.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.qandle.com\/blog\/performance-improvement-plan-pip-template-examples\/\" \/>\n<meta property=\"og:site_name\" content=\"The Qandle Blog\" \/>\n<meta property=\"article:published_time\" content=\"2026-08-27T18:34:31+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-09-01T07:30:46+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.qandle.com\/blog\/wp-content\/uploads\/2026\/08\/HR-Performance-Improvement-Plan-PIP-Process-Template-and-Examples-scaled.jpeg\" \/>\n\t<meta property=\"og:image:width\" content=\"1024\" \/>\n\t<meta property=\"og:image:height\" content=\"547\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Prajjwal Yadav\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"13 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"WebSite\",\"@id\":\"https:\/\/www.qandle.com\/blog\/#website\",\"url\":\"https:\/\/www.qandle.com\/blog\/\",\"name\":\"The Qandle Blog\",\"description\":\"Fastest Growing HR software. 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