PIPs / Performance Plans
You were put on a plan. Now what?
Exit timelines, building leverage before the exit, and how to respond to the plan in writing.
What we cover
- Reading the plan: realistic timeline and likely end state
- Response strategy — what to put in writing, and what not to
- Building exit leverage before a separation conversation
- Documenting goalposts, metrics and manager commitments
- Positioning for a negotiated exit instead of a termination
- Scripts for the check-in meetings and the exit conversation
How the engagement runs
A performance plan is usually a timeline, not a training program. We help you read the timeline honestly, decide what outcome you actually want, and build leverage while you still have it.
PIP and performance-plan work is a flat-fee async engagement: you get a written read of the plan, a documentation plan and suggested wording for your reply. If it turns into a severance matter, we move you onto the severance engagement and credit the fee. Your employer never knows we exist — you deliver every message yourself.
See why people choose Fulcrum Employment Advisory
Coaching agencies charge four figures and attorneys bill retainers or take a cut of your package. Compare what each option costs against our current flat fees, side by side.
Other advisory areas
Fulcrum provides employment advisory and negotiation coaching, not legal advice, and does not represent you in any legal proceeding.