Use case
Performance and conduct
A team member's work has slipped, or their behaviour has raised a concern. The first job is to separate what you know from what you assume.
Example scenario. Not legal advice.
Guidance, not a decision. Review required where the matter could lead to formal action.
The manager's scenario
“A team member's work quality has dropped and a client has complained. How should I raise it?”
Facts to gather
- Specific, dated examples of the concern
- What expectations were set, and whether they were written down
- Feedback, training or support already given
- Any change in the employee's circumstances or workload
The role of company policy
Your performance and disciplinary policies set out the stages, who runs each one and what must be recorded. Tuarity points to the relevant section so the process you follow matches the one you published.
The role of jurisdiction guidance
Jurisdiction guidance covers fair procedures: the employee should know the concern, see the evidence and have a fair chance to respond and improve before any formal outcome.
Pause or escalate when
- The issue may be linked to health, disability or a personal crisis
- You are considering a final warning or dismissal
- The employee has raised a grievance, a discrimination concern or a protected disclosure
What Tuarity helps you prepare
- A fact-gathering checklist
- An informal conversation guide
- A draft improvement plan for your review
Every output is a draft for your review. You decide what happens next.
Tuarity for thoughtful managers
Make the next people decision easier to stand behind.
See how Tuarity helps a manager move from a practical question to a policy-aware, reviewable next step.