A PIP is a formal document that gives an underperforming employee a set period with measurable goals, clear support and regular follow-up. It usually runs one to three months, and you use it after informal conversations have failed and when improvement is genuinely possible, not as a formality before a decision already made.
Step by step
- 1
The gap in facts
What is required and what the current performance is, with specific examples and numbers from the past period.
- 2
Measurable goals
Two to four clear goals, each with a success standard and a deadline.
- 3
The support offered
Training, a colleague as mentor, tools, or a temporary change in tasks, written down and specific.
- 4
Follow-up dates
A meeting every week or every two weeks, with short minutes of progress and comments signed by both sides.
- 5
Possible outcomes
Write what happens if the goals are met and what happens if they are not. The plan is a management tool, not a penalty, since disciplinary penalties in Egypt are listed in Article 139 of Labor Law No. 14 of 2025.
- 6
The final decision
Close the plan successfully, extend it once if there is partial improvement, or take the action set out in the approved regulations and the labor law.
A plan with impossible goals in a short time is seen by the employee, and by anyone who reviews it, as a step toward dismissal rather than a real chance. Set the goals at what is expected of anyone in the same role.
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