Practical support for underperformance, conduct concerns and difficult employee conversations — with a fair process, clear wording and a plan before the meeting.
Good performance management is not about manufacturing a paper trail. It is about being clear about the concern, giving the employee a fair opportunity to respond and improve, and keeping an accurate record of what happened.
If dismissal is being considered, protected attributes or complaints are involved, or there is a significant legal dispute, the matter may need more detailed HR or legal review before action is taken.