If there is ever a problem with your performance, this outlines the general process.
The process laid out here is not a rigid and immutable policy. We are all human. As a company, we’d rather not have any turnover. We prefer to help our folks out to the fullest extent of our capacity as a company and as humans. PIPs will never be permanent marks to be used against you for stock awards or promotions, that’s not the purpose. We intend to use PIPs specifically to help you get back on your feet at work. Should there ever be anything (at home, work, anywhere) that’s impeding your ability to work, please talk to Dan or J.. We are in this together.
We will identify problems with your productivity or behavior as soon as possible and let you know. This can be either one-off instances that merit a response, or patterns of suboptimal behaviors.
We will have regular 1:1’s with everyone but we won’t necessarily wait until the next scheduled 1:1 to address any problems.
Our conversation will be about:
This conversation will be amicable and not hostile or driven by frustration. The intent is to facilitate frank conversation. You’ll be provided with a written report of the above conversation for your own records.
Not all problems require the same time to address. Some might take a couple weeks, others may take months. Regardless, a cadence of regular check-ins will be established around the action plan to track your progress.
At the end of the timeline, we’ll have a final PIP-centric 1:1 where we’ll wrap things up, provided you met the requirements of the plan. We’ll still keep a record of all conversations and the performance plan itself.
If you aren’t able to complete the performance plan as agreed then at our discretion we may extend your deadline by a marginal amount or opt to terminate your employment (or contract) with ZibaSec.
The above is for manageable issues.
If you are: