Quick answer
Managing underperformance fairly: private honest conversation, diagnose the cause (skill/will/system), support genuinely, document — fix before the PIP, PIP before the exit.
The first conversation
Private, specific examples, listen for the cause — underperformance has a reason; find it.
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Diagnosing
Skill gap → training; will gap → motivation/consequences; system gap → fix the system; fit gap → reassign or exit.
The support
Real help — training, mentoring, workload adjustment — documented as genuine.
The ladder
Conversation → clear expectations + support → PIP → exit — each step fair, documented, honest.
Bottom line
Managing underperformance fairly: private honest conversation, diagnose the cause (skill/will/system), support genuinely, document — fix before the PIP, PIP before the exit.
FAQ
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