Performance management and corrective action
Fair, consistent performance practices do two jobs at once: they give people a real chance to improve, and they protect the organization when improvement does not come. Both depend on documentation that exists before the decision, not after it.
When employers call us about this
We design review cycles, expectations and corrective-action paths that managers can run without HR hovering. When a termination is warranted, we prepare the documentation, the script and the risk assessment before the meeting happens.
- A performance problem has gone unaddressed for months and is now urgent
- You are considering a termination and have almost nothing in writing
- Reviews happen sporadically, or not at all
- Each manager sets a different bar for the same role
- An improvement plan is needed and must be realistic as well as defensible
- A separation involves a protected leave, a recent complaint or a long-tenured employee
What's included
- Review cycles, goal frameworks and evaluation tools
- Performance improvement plans that are realistic and defensible
- Progressive discipline standards and manager training
- Termination readiness reviews and separation planning
How the engagement runs
Diagnose the real issue
Performance, conduct, capability and fit call for different responses. We separate them before anything goes on paper.
Build the process
Expectations, review cadence, evaluation tools and a progressive discipline standard managers can run without HR hovering.
Document properly
Improvement plans and corrective action written so they would read fairly to a neutral third party a year from now.
Termination readiness
Where separation is the right answer, we prepare the risk assessment, the script, the final pay timing and the communication plan before the meeting.
Questions about this service
Other service areas
HR and CA Law Compliance
A clear-eyed audit of where your practices stand against California's demanding employment rules — and a prioritized plan to close the gaps.
Employee Relations & Investigations
Neutral, documented handling of complaints and conflicts — resolved at the root, not just papered over.
Handbooks & Policy
Handbooks people actually read, written for your state, your size and the way your business really operates.
Manager & Leadership Coaching
Turn well-meaning supervisors into confident leaders who handle people problems early and well.
Workforce Planning & Pay
Right roles, right pay, right time — grounded in market data instead of guesswork.
Culture & Change
Keep your people steady through growth, restructuring, leadership change or acquisition.
Let's talk through what you're facing.
A free 30-minute discovery consultation. You describe the situation, you leave with an honest read on what's urgent and what can wait — no obligation.