@coinbureau Within an hour of reading this I downloaded my transcripts, uploaded all info to Claude who completed the forms for me. Tomorrow I will print and mail. If this goes well it will get me back $6400! Thank you
The PIP is a tool that benefits poor performing employees. It’s a last attempt to provides a clear picture that the employer is not happy with their performance.
If written correctly it makes the decision for the employee easy.
Either get your sh*t together or you have 3 months to find another job.
The PIP should follow a lot of coaching, and conversations about performance.
I agree that if they have no desire to improve then they should use that time to find another job, including using PTO to go on interviews.
I always hope the employee will find something else that better suits them before the end of the PIP.
This notion that Managers are evil and don’t care about people is not true for everyone.
And the notion that all employees who get termed are victims isn’t either.
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@LynAldenContact Good read. Liquidity expansion always creates opportunity, but the sequencing is what matters most.
The hardest part isn’t identifying the beneficiaries.
It’s recognizing when the liquidity impulse begins to fade.
@RaoulGMI Capital always flows toward efficiency, but the timing of that flow still follows cycles.
Even the strongest narratives eventually reach saturation.
Positioning early matters, but so does knowing when the capital rotation slows.