This isn't a problem I'm currently dealing with, but I've recently noticed that there doesn't seem to be strong mental models around this particular problem... so I'm curious:
What timelines do you use or recommend to put an individual on a personal improvement program? (allowed time for ramp up, timeline after letting them know about poor performance)
What timelines do you use for termination after or during a PIP?
👤 meltyness Accepted Answer ✓
If you look at Lattice's design (YC W16), it suggests that the current trend in performance management is to put everyone on a PIP. This is really more in line with what constitutes "at-will" employment.