Managing underperformance is one of the hardest parts of running a business. Done well, it can turn things around. Done poorly, it creates legal risk.

When an employee isn’t meeting expectations, you have a choice: address it properly or let it fester. Too many businesses choose the second option because the first feels too hard. Then, months or years later, they’re trying to exit an employee with no documentation, no warnings, and no leg to stand on.

A structured performance improvement plan (PIP) gives the employee a genuine opportunity to improve while protecting you if they don’t. It documents expectations, support provided, and outcomes achieved (or not achieved).

What we do:

·       Performance management process design

·       Drafting performance improvement plans

·       Coaching managers through difficult conversations

·       Documenting performance concerns properly

·       Advising on next steps when improvement doesn’t happen