Inspect what you expect

Along the way, you want to make sure you inspect what you expect. This is probably the best advice I've ever gotten. By inspecting what you expect, you have an opportunity to celebrate any achievements, any improvements. You want to be able to encourage people to improve their performance, and you want more of that. So as people get put on a performance improvement plan, it shouldn't always be seen as a negative situation because you're high-fiving them when they get better. You can ask people to put things in writing, put their plan in writing and send it to you. You want to make sure people have what they need, from tools to resources to support to training so that you can give them the best chance. Remember, you gave this person an opportunity to start with your company. You wanted them to work out. You're not trying to fire them. This is about holding people accountable to a performance improvement plan that either you're going to create or you're going to have them create after having a hard conversation about telling them the truth that their performance was not meeting the expectations, having that written down and documenting that situation in writing, and then being able to high-five people when you see the improvement increasing.