Performance improvement plan template for a rep who's missing target: weekly numbers and check-ins

A rep who's missed their number three months running usually knows it. They don't know what better looks like this week. Write the plan in numbers they control, and they can read their own progress at every check-in.

Copy it, print it, or download it for Word or Excel. The Excel file marks each week and adds up the totals. Free, no sign-up.

Performance improvement plan: [rep's name]

Manager: [you]. Start date: ______. End date: ______. Plan length: __ weeks.

Why this plan

• The gap: ____________ (e.g. 58% of target over the last three months)
• The rep's week now: ____________ (calls, meetings, proposals and deals a week)

What good looks like each week

• Calls: __
• Meetings booked: __
• Proposals sent: __
• Deals closed: __

The help you'll give

• Coaching: ____________ (e.g. a 30-minute call review each week, on [day])
• Joint calls or meetings: ____________
• Anything else: ____________ (a rebuilt call list, product training, less admin)

The weeks

So far

• Calls so far: __
• Meetings so far: __
• Proposals so far: __
• Deals so far: __
• Weeks with every target met: __

The outcome, agreed before the plan starts

• Met: every target hit in at least __ of the weeks, and in the last two. The plan closes, and the weekly check-in carries on for a month.
• Partly met: ____________ (e.g. extend once, by __ weeks, with the same numbers)
• Not met: ____________ (the next step, written down now)

Signed

• Rep: ______ Date: ______
• Manager: ______ Date: ______

A performance improvement plan gives someone who's behind a set time, clear targets and written support. It fixes a gap in effort or method. It won't fix the wrong role or a dead territory.

• Use it when the rep can do the job and the numbers show the work isn't happening.
• Try a few weeks of coaching first when the rep is new or has had one bad month.
• Fix the lead supply, the territory or the price first if that's where the problem is.
• Don't start one to cover a decision you've already made.

Start from their own good month. The team's best rep is the wrong yardstick.

1. Pull the rep's last three months: calls, meetings, proposals and deals a week.
2. Set each weekly number from their own best month, not the team's top rep.
3. Write the help you'll give, with a day and a time for each.
4. Agree what met, partly met and not met mean before the plan starts.
5. Go through it with the rep, change anything that's unfair, and both sign it.

Take twenty minutes, on the same day each week, and write it up that day.

• Fill in the week's row together.
• Ask what got in the way, and write one change for next week.
• Check the help you promised happened. If it didn't, say so in the notes.
• Don't move a target mid-plan unless you both agree and write down why.

The Tripartite Guidelines on Wrongful Dismissal cover this directly. They say: "In a case of poor performance, an employer cannot dismiss without notice. The employer would need to substantiate if poor performance is cited as the reason for dismissal with notice."

So keep the weekly numbers and each check-in in writing, with dates. The template has a row for each.

Source: Ministry of Manpower, Tripartite Guidelines on Wrongful Dismissal, first published 23 July 2024, read 2 November 2026.

Darren Koh sells for a 10-person office supplies company, and his manager, Priya, runs the plan. The names and numbers are made up. His targets come from his own best month last year: 60 calls, 6 meetings booked, 3 proposals sent and 1 deal closed a week. The help is a 30-minute call review every Tuesday, and Priya on two of his meetings.

The outcome they agreed: met means every target hit in at least 4 of the 6 weeks, and in the last two. Darren did both, so the plan closed as met and the weekly check-in carried on for a month.

Each call and meeting is one tap on the rep's phone, or /log in a private Telegram chat, and the board moves within seconds. You can give the rep a weekly points goal, and that target stays between the two of you. Before each check-in, the 1:1 card fills in their last two weeks against the goal and what you asked them to do last time.

Your notes go on a coaching sheet with the columns you choose, and the rep gets a read-only copy. Nothing can be dated more than 7 days back, and you can read every edit for 14 days. It can't prove a logged call happened. It also won't work out a dollar target or write the plan. See how coaching works.

• Ministry of Manpower, Tripartite Guidelines on Wrongful Dismissal, read 2 November 2026