What to do if…
you are placed on a performance improvement plan unexpectedly

What to do now

1. Request the full plan in writing. Ask for the concerns, examples, goals, how success will be measured, review dates, deadlines and any support or training being offered.
2. Use a brief pause script if the meeting is still happening. Say: “Please send me the document. I want to review it carefully and respond in writing.”
3. Ask what process applies. Request the relevant handbook or policy and ask whether the plan is intended as a development plan, a disciplinary step or something else.
4. Start a factual record today. Note the date, attendees, documents received, statements made and next steps after each interaction. Send a short, neutral recap email when useful. Keep only records you are authorized to retain, and do not remove confidential, proprietary or customer material.
5. Ask for the baseline and examples. Request your current job description, goals, metrics, prior reviews and the examples supporting the plan. If expectations changed recently, ask when they changed and what the current version is.
6. Ask for clarification before signing. Find out whether a signature confirms receipt only or states agreement. Ask for a copy and a reasonable opportunity to read the document before signing anything you do not understand.
7. If a disability or medical condition is creating a workplace barrier, consider asking for an adjustment. A reasonable-accommodation request can be made in plain English. Describe the work barrier and the adjustment you need. If the disability or need for accommodation is not obvious, the employer may request reasonable documentation about the disability, functional limitations and need for accommodation.
8. If you may need leave for your own serious health condition or an eligible family member’s serious health condition, ask about FMLA. Coverage and eligibility depend on the circumstances. Give the employer enough information to understand that the absence may involve an FMLA-qualifying reason, follow the usual leave-notice procedure unless unusual circumstances prevent it, and ask what certification or next steps apply.
9. If you believe discrimination or retaliation may be involved, make the concern specific. Use the employer’s complaint route and give a short factual account with dates and examples. Using an internal complaint route generally does not extend the time limit for filing a charge with the EEOC, so check the applicable deadline promptly.
10. If you are represented by a union or covered by an employment agreement, contact the representative and review the documents. Ask whether any performance-management procedure, review route or representation option applies.