Make Consequences Clear Before Firing

• Tell underperformers clearly that their job is at risk if they don't change and document the warnings per HR requirements.


• Make consequences explicit rather than trying to fix personal issues for them.

Transcript:

Dave Smith

I agree it's not your job to fix their personal issues, but it is your job to make sure

Client relationships built on vendor dynamics. Timeline pressure that prioritizes delivery over development. Success metrics that measure output, not outcome.