When a protected conversation doesn’t go to plan

A client recently came to me feeling stuck. They had an underperforming employee who’d been on a Performance Improvement Plan (PIP) for several months with little change. After trying to open a protected conversation to explore a mutual exit, the employee simply refused to engage—leaving the business unsure what to do next.

They wanted to act fairly, avoid unnecessary conflict, and stay within the law. I guided them through their options step by step, using my ER Toolkit and templates to make the process more manageable.

Step 1: Review and Reframe

We began by reviewing the performance records—including the original PIP, meeting notes, and any informal support offered. Everything was well documented and consistent, so we had a solid foundation.

Next, I helped the client reframe their approach.

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