GETTING THE BEST FROM YOUR TEAM

Performance management that actually drives performance.

An annual review nobody dreads, a PIP that holds up at tribunal, and one-to-ones managers actually run. We build the system, train your managers, and step in when the conversations get difficult.

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What this is

Most small business performance management is one of two extremes. Either there is no system at all, so nobody knows where they stand. Or there is an annual review imported from a 5,000-staff multinational that crushes the team and serves no one.

We build a performance management system that fits a 5 to 50 person team. Light enough to actually run. Robust enough to hold up if someone has to go.

Who this is for

  • You have never run formal performance reviews and want to start
  • Your reviews are happening but they feel pointless
  • You have an underperformer and you are not sure how to manage them out fairly
  • You want a Performance Improvement Plan that will not be torn up at tribunal
  • Your managers need coaching on how to have the conversations

How we help

How the process works

We give you the framework, the templates and the manager training. Then we are on call when something gets difficult.

01

Build the system

Review template, one-to-one template, goal-setting framework, calibration approach. Tailored to your team size.

02

Train the managers

Half-day workshop on how to give honest feedback, document concerns, and run a fair review meeting.

03

Handle the hard cases

When someone is genuinely underperforming, we help you run the fair capability process. PIP, review meetings, formal stages, outcome.

What you get

What you get

A performance system you can run forever. And a backstop for the cases that need professional handling.

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  • ✓ Bespoke annual review template
  • ✓ One-to-one and goal-setting templates
  • ✓ Calibration approach for your team
  • ✓ PIP template and review meeting scripts
  • ✓ Manager training session (half-day)
  • ✓ On-call support for difficult cases

Why fix this now

Capability dismissals get challenged more often than any other kind. The difference between a defendable PIP and an indefensible one is usually one or two missing documents.

£115k

Max unfair dismissal compensation

Statutory cap, April 2026.

£8-15k

Typical legal defence cost

Whether you win or lose.

12-18

Months to a tribunal hearing

Backlog at most regional ETs.

Sort performance management before it sorts you.

Book a free call to talk through your current setup and where it leaks.

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