Growth & development

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

A PIP is a single 90-day period, not a multi-stage program. It starts with a written plan: the specific, measurable gap between your current performance and what's expected, and what closing that gap looks like. Concrete, observable goals tied to your role - not vague traits like "show more initiative."

🗓️ The 90 days

You and your manager meet weekly to review progress against the plan, work through blockers, and adjust support if something isn't working. Formal checkpoints land at day 30, day 60, and day 90. Every check-in gets documented - that protects both sides, not just the company.

🔀 Cure or depart

At day 90, there are two outcomes. Cure: you're back to meeting expectations, the PIP closes, and it's not held against you going forward. Depart: the gap didn't close, and the engagement ends under the severance terms below.

A PIP is a genuine shot at fixing it, not a paper trail for a decision that's already been made. If a manager is using it that way, that's a People Ops problem, not a performance problem.

💰 Severance

If there's ever a reduction in force (RIF) for employer reasons, our guideline is 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 guideline.

🔀 Laid off vs. fired

📦 Laid off (RIF)

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

Always try to fix it together first. Come up with a plan. If the situation doesn't progress, wrap it up cleanly. Signal leadership and People Ops. Nobody should be blindsided.

Severance and this process are offered at Intempt's discretion. This page describes Intempt's standard practice - it doesn't create a contract or guarantee a specific process, amount, or outcome, and local law governs where it differs from what's described here.

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