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
