In cases of performance issues, or with less serious infringements of expected conduct, we look to remedy such concerns with structured and targeted support plans, prior to, or alongside our Corrective Action process.

What Performance Support plans are:

• Well intentioned, sincere support to improve performance or conduct concerns where ongoing feedback is ineffective
• Focused on resolving concerns, and fully invested into based on that purpose, by all involved
• Realistic and achievable
• Structured, clearly time bound, and with defined goals to hit.

What Performance Support Plans aren’t:

• They are never just a formality

There is a common fear when someone is placed on a Performance Support Plan, that this is one step “out of the door”. This is absolutely not the case at amazee.io**.** We go into them, and design them, to expect and achieve success and focus only on that.

HR led

When a Lead feels that ongoing coaching efforts to address concerns have been ineffective, they reach to HR via Slack for support.

HR will work with the lead to understand the concerns, and bring in the Team Member for feedback, enabling the design of a relevant and effective support plan with HR oversight.

HR’s involvement is leading this is the following:

• Ensuring a formal Performance Support Plan is useful, realistic, and achievable
• Being an Team Member advocate, to ensure impartiality and fairness
• Coordinating and helping the lead and team member structure the plan, and hold both parties to account
• Ensuring compliance with documentation of agreements, plans, and discussions