Where performance is not met does formal action follow its own policy or fall under disciplinary or grievance?

Where an employee is not meeting performance expectations, an employer may seek to manage their performance through a performance management process or performance improvement process (often known as a PIP). This tends to involve a meeting with the employee to highlight the performance failings and to set objectives for improvement within a certain timeframe. The process might also outline the support available to the employee during the timeframe to assist in achieving the objectives.

This meeting should be documented so that it is clear to the employee what is expected. Should the employee then fail to achieve the desired improvement/stated objective, depending on the circumstances, it