Decidi for hr & people
Pressure-test the people decision before it becomes a complaint.
Have the policy, the message and the legal exposure examined before it lands — so the people decision you make is fair, defensible and clearly communicated.
- Pressure-test a policy for the unintended consequence and the group it quietly disadvantages.
- Catch the legal or fairness risk in a termination, PIP or restructure message before it’s sent.
- Stress-test sensitive comms for tone — does it read as respectful, or as cover-our-back?
- Surface the employee’s real reaction, not the one the policy memo assumes.
- Have a legal lens flag the wording that creates exposure in a grievance or claim.
- Run the difficult conversation in advance so the manager isn’t improvising the hard part.
- A new policy — the unintended consequence and who it hurts
- Sensitive messages — termination, PIP, restructure wording
- Legal and fairness exposure in the decision
- Tone — respectful vs. defensive
- The employee’s actual reaction
- The difficult conversation, rehearsed in advance
Say a manager wants to exit an underperformer this month. The performance story is real, but the file is thin — two verbal conversations, no documentation — and the employee recently raised a grievance, which changes everything about how this must be handled.
The Corporate Lawyer maps the exposure first: a termination following a grievance carries a retaliation-claim shape in most jurisdictions, and the thin file means the company’s story currently rests on memory. The Risk Officer prices the paths — proceed now, formalise a performance process first, or explore a negotiated exit — while the Mediator designs the conversation that stays fair and human whichever path is chosen. The End-User Advocate holds the employee’s perspective honestly, because a process that would feel ambush-like to a reasonable person usually is, and tribunals think so too. The Devil’s Advocate challenges the manager’s narrative itself: is this documented underperformance or an undocumented personality conflict? You get a sequenced plan with the risks named, and the script for the hardest conversation in it.
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