Performance improvement & separations

Intempt is a merit-based work environment. When someone falls into the "below expectations" category (see Expectations), they enter a performance improvement plan. The goal is to get back on track -- not to push people out.

📋 The PIP process

🎯 Focus I

You're given a project with a well-defined timeline. Duration is 1-2 months (2-4 sprints). The project is scoped so you can demonstrate the skills and output expected at your level.

🔄 Focus II

If Focus I doesn't work out, you get another project with a specific timeline (1-2 sprints). If you're unable to finish this one, the engagement ends.

💰 Severance

Minimum 1 week of pay per year of service. No severance is provided in cases of misconduct or gross misconduct. Local statutory requirements always prevail where they exceed this minimum.

🔀 Laid off vs. fired

📦 Laid off

Company-related reasons: no available work, assignment ended, position eliminated. This qualifies for severance.

🚫 Fired for misconduct

Refusal to collaborate, repeated tardiness after warnings, dishonesty, repeated unexcused absences, or violating laws or company rules. No severance.

⛔ Gross misconduct

Embezzlement, theft, purposeful destruction of company property, or flagrant disregard for rules and policies. No severance. Immediate termination.

🤲 Letting someone go

Letting someone go is one of the hardest things a team lead does. No sugarcoating, but also no cruelty.

• Proactively assess team fit and performance -- act on concerns early rather than late
• Flag to People Ops and leadership when it happens
• Analyze the problem and give feedback

👀 Situations to watch for

• Underperforming or stopped growing -- give specific feedback, don't let it drift
• Role no longer matches or they want a different direction -- be honest about fit
• Time is up -- people grow, evolve, change. That's normal