🚨 Deal with this sneaky agency threat asap

Recently in my private entrepreneur channels, I’ve seen a ton of BS termination lawsuits pop up.

While you can’t totally eliminate lawsuits, you can protect your agency by having a robust Performance Improvement Plan (PIP) process to reduce the risk and strengthen your defense.

Amazon has perfected their PIP process, and drastically mitigated the risks of termination lawsuits.

Here's how you can implement something similar…

1. Establish a clear process

Start by defining the steps that lead to a PIP. For example:

• One quality mistake: Verbal coaching

• Two within a week: Documented coaching

• Three within a month: First written warning

• Another within 30 days: Second written warning

• Further mistakes: PIP or final written warning

How To Transition From OPERATOR To OWNER

Feeling trapped by the day-to-day of agency life? It’s time to step up as a true business owner. My team and I have transformed over 800 agencies into self-sustaining operations that thrive without constant oversight. Let us do the same for you?

Your transformation starts with a 100% free Consultation Call, where we'll pinpoint your agency's constraints and map out its unique path to freedom and growth. Are you ready to leave the operator's seat for longer vacations and less stress?

👉🏼 Book your free consultation here

2. Have HR present

When presenting a PIP, have an HR professional in the meeting. Having a professional witness present can drastically help your case if things get litigious.

3. Offer two options

When giving your employee a PIP, present two choices:

• Accept the PIP with daily monitored goals and a clear, measurable 30-day improvement plan.

• Decline the PIP and take a compensation package in exchange for waiving their right to sue.

4. If they accept, use a daily review sheet

Have the employee and manager track daily progress on specific, data-driven goals over a 30- or 60-day period.

Their daily goals and KPIs should be easy to quantify.

A great daily PIP review looks like:

• Goals/targets: [Specific goals]

• Actual performance: [Results]

• Did the employee hit their goals? Yes/No

• Employee notes: Barriers or reasons for not hitting goals

• Manager notes: Any support provided or further actions

• Signatures: Employee and manager both sign off daily

This process creates a paper trail that demonstrates you did everything possible to help the employee succeed.

Want help bulletproofing your agency so you can safely scale to the next level?

👉 Book a quick consultation call with our elite 8F team here.