Performance Improvement Plan
Build a PIP that's fair, specific, and defensible — with measurable expectations, support commitments, a check-in schedule, and clear consequences. Clear enough to survive legal review and honest enough to give the employee a real chance.
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Compensation Benchmarking
Determine what to pay for a specific role based on market position, geography, and your company's competitive stance — with a recommended range, internal equity analysis, and a total compensation framework that includes more than just base salary.
FULL PLAYBOOKCrew Performance Review
Build a structured conversation guide for a performance discussion with a field crew member or shop employee — including the exact words to open with, the right questions to ask, and how to close with clear expectations they can act on.
FULL PLAYBOOKEmployee Retention Risk Assessment
Evaluate retention risk for key employees before they start looking — identify what's driving the risk, what it would actually take to keep them, and build a proactive retention plan that addresses the real motivators.
FULL PLAYBOOKHiring Scorecard
Build a complete hiring scorecard for a critical role before any candidate conversations begin — using the Who framework to define mission, outcomes, competencies, and culture fit with the rigor the decision requires.
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