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PIPs should be clear about what may occur if the individual’s behavior or performance does not improve.

PIPs can help turn around an underperforming worker and demonstrate your good faith to courts.

An effective PIP can help struggling employees fix performance issues.

An established plan decreases the odds courts will think you put someone on a PIP as an excuse to get rid of them.

Failing to address performance issues or unacceptable behavior virtually guarantees it will continue.

With tweaks, the way you discipline other unacceptable behavior can be effective for correcting attitude problems.

Learn how to discipline an employee from these examples.

Minor inconveniences with no long-term consequences do not constitute retaliation.

Here's what to do when an employee refuses to sign a discipline memo.

Allowing supervisors to set the terms of a PIP without close HR supervision can be a big mistake.