A well-executed performance improvement plan does two things:
(1) sets clear expectations for employees to give them an opportunity to succeed and (2) protects the organization. 

• Performance improvement planning (PIP) 
• Addressing employee behavior issues 
• Coaching managers on employee conversations 
• Disciplinary actions (verbal, written warnings) 
• Conflict resolution between employees 
• Handling insubordination 
• Attendance and punctuality issues 
• Workplace complaints (non-harassment) 
• Employee morale issues 
• Managing difficult employees 
• Progressive discipline design 

Without HR guidance, we've seen companies lose cases over one sentence in a termination note. 

• Termination decision guidance 
• Risk assessment before termination 
• Structuring termination conversations 
• Drafting termination documentation 
• Reduction in force (RIF) planning 
• Layoff strategy and communication 
• Exit process guidance 
• Severance recommendations 
• Handling resignations (including risky ones) 
• Constructive discharge risk review

You have an employee who shows up late, argues with coworkers, and hasn’t been written up. 

Can you fire them?

• Performance Improvement Plans (PIPs) 
• Written warnings 
• Final warnings 
• Termination summaries 
• Employee coaching notes 
• Investigation summaries 
• Job descriptions 
• Offer letters 
• Employee handbook development 
• Policy drafting 

• Manager coaching on HR issues 
• How to deliver difficult feedback 
• Handling employee complaints 
• Documentation best practices for managers 
• Leadership guidance for small business owners 
• Managing remote employees 
• First-time manager support 
• Escalation decision-making 

• Investigation planning 
• Interview question development 
• Evidence evaluation guidance 
• Documentation of findings 
• Investigation report structure 
• Handling sensitive complaints 
• Post-investigation action planning 

• Drafting employee communications 
• Delivering sensitive messages 
• Change management communication 
• Policy rollout communication 
• Handling employee pushback 
• Internal announcements 

• “Can I fire this employee today?” situations 
• Harassment or discrimination concerns (HR handling) 
• Employee threatening legal action 
• Sensitive terminations 
• Executive-level employee issues 
• Crisis response situations