Free plan template · Word

Performance Improvement Plan Template for Sales Team

A sales PIP is a time-bound improvement plan for a sales executive or manager who is consistently below target. Rather than only demanding revenue, it breaks the gap into controllable activity and pipeline goals, such as meetings, proposals, conversion and CRM updates, with joint calls and coaching from the manager.

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[Company Logo][Company Name]

PERFORMANCE IMPROVEMENT PLAN – SALES

Employee Name:: [Employee Name]
Employee ID:: [Employee ID]
Designation:: [Designation]
Territory / Segment:: [Territory]
Reporting Manager:: [Reporting Manager]
Plan Period:: [Start Date] to [End Date]

1. Performance Gap

Month	Target (₹)	Achieved (₹)	Achievement %
[Month]	[Amount]	[Amount]	[Percentage]
[Month]	[Amount]	[Amount]	[Percentage]
[Month]	[Amount]	[Amount]	[Percentage]

In addition, pipeline coverage was [Number] times the target against the expected [Number] times, and CRM records showed [Number] customer meetings per week against the expected [Number].

2. Improvement Goals

Goal	Measure	Target	Support	Timeline
Increase customer meetings	Meetings logged in CRM	[Number] per week	Lead list from marketing	Weekly
Build pipeline	Qualified pipeline value	₹[Amount]	Joint calls with manager	By [Date]
Improve conversion	Proposals to orders	[Percentage]%	Negotiation coaching	By [Date]
Revenue	Bookings in plan period	₹[Amount]	Pricing approvals support	By [End Date]
CRM hygiene	Opportunities updated within 24 hours	100%	CRM refresher	Ongoing

3. Weekly Pipeline Reviews

Week	Meetings	Pipeline (₹)	Bookings (₹)	Manager Notes
Week 1	[Number]	[Amount]	[Amount]	[Notes]
Week 2	[Number]	[Amount]	[Amount]	[Notes]
Week 3	[Number]	[Amount]	[Amount]	[Notes]
Week 4	[Number]	[Amount]	[Amount]	[Notes]

4. Outcome and Employee Comments

Progress will be assessed at the end of the plan considering goals achieved and any documented market or territory factors. Outcomes may include successful closure, extension, change of role or further action as per policy. Your incentive eligibility during the plan remains as per the incentive scheme.

Employee comments (including any territory, lead or support concerns)
Final assessment
Decision and effective date

Reporting Manager
[Reporting Manager]

HR
[HR Name]

Employee
[Employee Name]
Date: [Date]

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What this template includes

Target and actual achievement trend
Leading indicators: meetings, demos, proposals
Lagging indicators: bookings and collections
Coaching and joint field visits
Weekly pipeline review
Clear outcomes at the end

When to use it

A salesperson is below target for two or more consecutive months or quarters
Pipeline coverage is too low to reach the quarterly target
CRM discipline and activity levels are poor
A new sales hire is not ramping up as planned

How to customise this template

1Pull last 3 to 6 months of numbers from CRM
2Set realistic activity targets for the market
3Include the manager's joint call plan
4Adjust plan length to the sales cycle
5Record any territory or lead-flow issues raised by the employee

HR tips

Separate factors in the employee's control from market factors
Ensure fair lead and territory allocation during the PIP
Use leading indicators for early weeks since deals take time
Recognise progress during the plan

This PIP is a starting point. Apply it consistently, review against company policies and applicable labour laws, and seek legal advice before acting on outcomes.

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Frequently asked questions

How long should a sales PIP be?+

It should cover at least one typical sales cycle, often 60 to 90 days, so that activity improvements can turn into results.

What goals go into a sales PIP?+

A mix of activity goals (calls, meetings, proposals), pipeline goals (coverage, conversion) and result goals (bookings, collections).

Can territory issues be considered in a sales PIP?+

Yes. Record any issues the employee raises, such as lead flow or territory changes, and consider them fairly in the final assessment.

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[Company Logo][Company Name]

PERFORMANCE IMPROVEMENT PLAN

Employee Name:: [Employee Name]
Employee ID:: [Employee ID]
Designation:: [Designation]
Project / Team:: [Project Name]
Reporting Manager:: [Reporting Manager]
PIP Period:: [Start Date] to [End Date]

1. Performance Concerns

Over the last [Number] sprints, the following gaps have been observed and discussed with you on [Date]:
- Sprint commitment completion averaged [Percentage]% against the team expectation of [Percentage]%.
- [Number] pull requests required major rework after review.
- [Number] defects attributed to your modules were found in UAT / production.

2. Improvement Goals

Goal	Measure	Target	Support Provided	Timeline
Deliver committed sprint stories	Story points completed vs committed	[Percentage]% or more	Story refinement with Scrum Master	Each sprint
Improve code quality	PRs needing major rework	No more than [Number] per sprint	Pairing with [Mentor Name]	Weekly
Reduce defect leakage	Defects in UAT from your code	[Number] or fewer	Unit testing training	By [Date]
Communicate blockers early	Daily stand-up updates and Jira status	100% updated	Manager check-ins	Daily

3. Review Schedule

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[Company Logo][Company Name]

PERFORMANCE IMPROVEMENT PLAN – CUSTOMER SUPPORT

Employee Name:: [Employee Name]
Employee ID:: [Employee ID]
Role / Channel:: [Designation] – [Email / Chat / Phone]
Team Lead:: [Reporting Manager]
Plan Period:: [Start Date] to [End Date]

1. Areas Needing Improvement

CSAT averaged [Percentage]% over the last [Number] weeks, against a team target of [Percentage]%.
[Number] tickets breached the resolution SLA of [Hours] hours in the same period.
Reopen rate was [Percentage]%, mainly due to incomplete or incorrect resolutions on [Product Area].
Quality audits noted tone and empathy gaps in [Number] of [Number] sampled interactions.

2. Goals and Support

Goal	Target	Support	Check-in
Improve CSAT	[Percentage]% or above	Weekly review of low-rated tickets	Weekly
Meet SLA	95% of tickets within SLA	Queue prioritisation guidance	Weekly
Reduce reopens	Below [Percentage]%	Product training on [Product Area]	Fortnightly
Quality audit score	[Score] or above	Side-by-side coaching with [Buddy Name]	Weekly
Knowledge base	Contribute [Number] articles	Access to editor and review	By [Date]

3. Progress Log

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[Company Logo][Company Name]

PERFORMANCE IMPROVEMENT PLAN – PLANT

Employee Name:: [Employee Name]
Token / Employee ID:: [Employee ID]
Designation:: [Designation]
Department / Line:: [Department]
Shift In-charge:: [Reporting Manager]
Plan Period:: [Start Date] to [End Date]

1. Observed Gaps

Average output of [Number] units per shift against the standard of [Number] units over the last [Number] weeks.
Rejection / rework rate of [Percentage]% against the limit of [Percentage]%.
[Number] observations of not following SOP or wearing required PPE recorded in safety rounds.
Incomplete shift log and checksheet entries on [Number] occasions.

2. Improvement Plan

Goal	Measure	Target	Training / Support	Review
Output	Units per shift	[Number]	On-the-job training with [Trainer Name]	Weekly
Quality	Rejection %	Below [Percentage]%	Refresher on inspection points and setting	Weekly
Safety and SOP	Safety observations	Zero	PPE and LOTO refresher training	Daily rounds
Documentation	Checksheets complete	100%	Shift in-charge verification	Daily

3. Review Record

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[Company Logo][Company Name]

PERFORMANCE IMPROVEMENT PLAN – PROCESS ASSOCIATE

Employee Name:: [Employee Name]
Employee ID:: [Employee ID]
Process / LOB:: [Process Name]
Team Leader:: [Reporting Manager]
Plan Period:: [Start Date] to [End Date]

1. Current Performance vs Scorecard

Metric	Process Target	Last 4 Weeks Average
Quality Score	[Target]%	[Value]%
AHT	[Target] sec	[Value] sec
Schedule Adherence	[Target]%	[Value]%
Attendance	[Target]%	[Value]%
Compliance Misses (fatal)	Zero	[Value]

2. Action Plan

Focus Area	Action	Owner	Target by End of Plan
Quality	5 call audits per week with same-day feedback	Quality Analyst	[Target]%
AHT	Floor support from SME; use of knowledge base and hold-time reduction	SME [Buddy Name]	[Target] sec
Adherence	Login and break schedule monitoring	Team Leader	[Target]%
Compliance	Refresher on verification and disclosure scripts	Trainer	Zero misses
Attendance	Plan leaves in advance through WFM	Employee	[Target]%

3. Weekly Review

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[Company Logo][Company Name]

SALES PERFORMANCE APPRAISAL LETTER

Ref. No.:: [Reference Number]
Date:: [Date]
Employee ID:: [Employee ID]
Territory:: [Territory]

To,
[Employee Name]
[Designation], Sales
[Work Location]

Subject: Annual Appraisal and Revised Sales Compensation – [Review Period]

Dear [Employee Name],

Thank you for your efforts in growing our business in [Territory] during [Review Period]. Your performance has been reviewed against your annual sales plan, and your overall rating is [Rating].

Performance Summary

Measure	Target	Achieved	Achievement %
Revenue / Sales (₹)	[Amount]	[Amount]	[Percentage]
Collections (₹)	[Amount]	[Amount]	[Percentage]
New Accounts Acquired	[Number]	[Number]	[Percentage]
Gross Margin %	[Target]	[Achieved]	[Percentage]

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Appraisal Letter Template for Sales Team

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[Company Logo][Company Name]
ANNUAL PERFORMANCE APPRAISAL LETTER
Ref. No.:
[Reference Number]
Date:
[Date]
Employee ID:
[Employee ID]
Classification:
Strictly Confidential
To,
[Employee Name]
[Designation], [Department]
[Work Location]
Subject: Performance Appraisal and Compensation Revision – [Review Period]
Dear [Employee Name],

Thank you for your contribution during the review period [Review Period]. Based on your performance review and the calibration process, your overall performance rating is [Rating].
Your manager has specifically recognised your work on [Project / Client Name], including [Key Achievement, e.g. on-time release of the payments module and positive client feedback], and your completion of [Certification / Skill].
Revised Compensation
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[Company Logo][Company Name]
APPRAISAL LETTER
Ref. No.:
[Reference Number]
Date:
[Date]
Employee ID:
[Employee ID]
To,
[Employee Name]
[Designation], [Department]
[Work Location]
Subject: Annual Appraisal for [Review Period]
Dear [Employee Name],

We are pleased to share the outcome of your annual performance appraisal for [Review Period]. Your overall rating is [Rating].
Performance Highlights
Plant / Quality roles: You completed [Percentage]% of assigned SOP training on time, contributed to the successful [Audit Name] audit with [Number] observations in your area, and handled deviations and CAPAs within timelines. Your documentation practices reflected good data integrity.

Field-force roles: You achieved [Percentage]% of your annual sales target in [Territory], maintained a call average of [Number] and coverage of [Percentage]% of listed doctors, while complying with the company's ethical promotion guidelines.
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Appraisal Letter Template for Pharma Company
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[Company Logo][Company Name]

PERFORMANCE APPRAISAL LETTER

Ref. No.:: [Reference Number]
Date:: [Date]
Employee ID:: [Employee ID]
Plant:: [Plant Name]

To,
[Employee Name]
[Designation], [Department]

Subject: Annual Performance Appraisal – [Review Period]

Dear [Employee Name],

We appreciate your efforts in the [Department] during [Review Period]. Based on the review by your Section Head and Plant Head, your performance rating is [Rating].

Key Results

KPI	Target	Achieved
Production vs Plan	[Target]	[Achieved]
OEE of line / machine	[Target]	[Achieved]
Rejection / Rework %	[Target]	[Achieved]
Lost Time Injuries in area	Zero	[Achieved]
Kaizens Implemented	[Target]	[Achieved]
Attendance %	[Target]	[Achieved]

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Performance Improvement Plan Template for Sales Team

Preview of the plan

1. Performance Gap

2. Improvement Goals

3. Weekly Pipeline Reviews

4. Outcome and Employee Comments

What this template includes

When to use it

How to customise this template

HR tips

Hire top talent from BetterJobs

Frequently asked questions

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