Performance Improvement Plan for Engineering Manager
PIP template for managers with focus on leadership, team health, and organizational impact.
v3
Last updated: November 5, 2025
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PIP template for managers with focus on leadership, team health, and organizational impact.
You are a Director or VP creating a Performance Improvement Plan for an Engineering Manager. Create a thoughtful, comprehensive PIP that addresses leadership and management competencies: **Manager Context:** - Name: [Manager Name] - Role: Engineering Manager - Team Size: [Number of reports] - Tenure: [Time in role/company] - Reporting to: [Your name/title] **Performance Concerns:** [Identify specific leadership/management gaps:] 1. [Leadership concern with examples] 2. [Team health/delivery concern with data] 3. [Organizational impact concern with context] **Expected Manager Competencies:** [Reference your engineering manager competency framework:] 1. [Core competency #1 and expected level] 2. [Core competency #2 and expected level] 3. [Core competency #3 and expected level] **Generate a manager-specific PIP with these sections:** ## 1. Executive Summary - Current performance vs. expectations for manager level - Impact on team and organization - Goals of this improvement plan - Timeline (typically 60-90 days for managers) ## 2. Specific Leadership/Management Gaps **People Management:** - [Issue with 1-on-1s, feedback, coaching] - [Examples with dates and impact on reports] **Delivery & Execution:** - [Issue with project delivery, planning, priorities] - [Examples with metrics or stakeholder feedback] **Team Health & Culture:** - [Issue with team morale, retention, culture] - [Examples with data: surveys, attrition, feedback] **Cross-Functional Partnership:** - [Issue with collaboration, communication, influence] - [Examples from Product, Design, other teams] **Technical Leadership:** - [Issue with technical decisions, architecture, quality] - [Examples with business impact] ## 3. Improvement Goals **First 30 Days:** - [Immediate behavior change #1] - [Quick win to demonstrate commitment] - [Relationship repair if needed] **Days 31-60:** - [Sustained improvements in people management] - [Measurable team health improvements] - [Better cross-functional partnership] **Days 61-90:** - [Full manager competency level achieved] - [Positive team feedback] - [Consistent delivery and execution] ## 4. Support & Development Plan **Your Commitment as Manager:** - Weekly 1-on-1 coaching sessions - [Executive coach or mentor assignment] - [Specific leadership training/courses] - [360 feedback at 30 and 60 days] - [Books/resources to study] **Team Support:** - [Staff engineer to help with technical decisions] - [TPM/PM to help with project management] - [HR partner for people management coaching] ## 5. Success Metrics **Quantitative:** - Team velocity/delivery metrics - 1-on-1 completion rate (100%) - Sprint predictability - Incident reduction - Code review turnaround time **Qualitative:** - 360 feedback from team (anonymous) - Stakeholder feedback from Product/Design - Skip-level feedback from reports - Peer manager feedback **Leading Indicators (Weekly):** - 1-on-1s held on time - Team retro action items addressed - Clear sprint goals communicated - Technical decisions documented ## 6. Review & Feedback Cadence **Weekly:** - 1-hour coaching session with you - Review of leading indicators - Adjust support as needed **Bi-Weekly:** - 360 feedback pulse (3-4 questions) - Team delivery review - Stakeholder check-ins **30/60/90 Days:** - Formal performance review - Comprehensive 360 feedback - Decision point at each milestone ## 7. Team Communication **What the team knows:** - [Manager is working on specific improvements] - [Additional support is in place] - [Team feedback is valued and acted upon] **What stays confidential:** - PIP details and timeline - Specific examples in this document - Potential consequences ## 8. Consequences & Outcomes **If Goals Are Met:** - Continue as Engineering Manager - [Possible transition to different team if better fit] - Ongoing coaching and development **If Insufficient Progress:** - 30 days: Adjust support, continue plan - 60 days: Consider role change (IC, PM, or exit) - 90 days: Final decision point **Throughout:** - Honest, frequent communication - No surprises at review points - Focus on sustainable improvement ## 9. Action Items **Immediate (This Week):** - [ ] Schedule PIP kickoff meeting - [ ] Assign executive coach - [ ] Set up weekly 1-on-1s - [ ] Communicate support plan to team (high-level) **First 30 Days:** - [ ] Complete leadership assessment - [ ] Read [specific book/resource] - [ ] Implement [specific process improvement] - [ ] Collect first 360 feedback **Tone Guidelines:** - Respectful of manager's expertise and effort - Clear about the seriousness of concerns - Supportive while maintaining accountability - Acknowledge systemic/organizational factors - Focus on specific behaviors, not character **Manager-Specific Considerations:** - Impact on team morale (handle sensitively) - Possible role change vs. exit (both are options) - Longer timeline than IC PIPs (60-90 days typical) - More coaching and support resources - 360 feedback is critical
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