Manager Resource Center

Managers ask Joy how to handle the hard parts of the job (performance plans, leave, difficult conversations) and get cited answers drawn only from your manager-only guides and policies.

Para First-Time Managers Experienced Managers HR Business Partners People Ops Teams
Prompt de exemplo para o assistente Joy

From the manager resources in the Knowledge Center, walk me through how to [put an employee on a performance improvement plan]: what are the steps, timelines, and required approvals?

Como pode ficar

Um exemplo ilustrativo. Seu resultado vai refletir suas fontes, dados e pedidos.

From the manager resources in the Knowledge Center, walk me through how to put an employee on a performance improvement plan: what are the steps, timelines, and required approvals?

This comes from the Manager Playbook (§4, Performance Management) and the PIP Policy in your manager-only folder. A PIP runs on a defined timeline with two required approvals before it starts.

A performance improvement plan at your company is a formal, time-boxed process. Here's the sequence the Manager Playbook lays out, with the approvals you'll need along the way.

  1. Talk to your HRBP first (before anything is written). The PIP Policy requires you to review the case with your HR business partner to confirm a PIP is the right step and not a coaching conversation (PIP Policy §2.1).
  2. Draft the plan using the template. Use the PIP template in the manager folder: specific, measurable objectives, the support you'll provide, and check-in dates (Manager Playbook §4.3).
  3. Get the two required approvals. The plan needs sign-off from both your HRBP and your skip-level manager before it's shared with the employee (PIP Policy §2.4). Budget two to three business days for this.
  4. Deliver it in a 1:1 and set the clock. The standard duration is 30, 60, or 90 days depending on the role; most individual-contributor PIPs run 60 days (PIP Policy §3.1).
  5. Hold documented weekly check-ins. Weekly written check-ins against the objectives are required for the full period (Manager Playbook §4.5).
  6. Close it out with HR. At the end date, meet your HRBP to decide the outcome: successful completion, extension, or next steps (PIP Policy §4).

The two things new managers most often miss: the HRBP conversation has to happen before you draft anything, and the weekly check-ins must be written down, not verbal. Skipping either can invalidate the process.

Want me to pull the PIP template language for the objectives section, or explain the weekly check-in format the playbook expects?

From buried policy to a clear answer

The Manager Resource Center makes your manager-only guides, templates, and policies askable. A manager types their question in plain language and Joy answers from those documents (steps, timelines, approvals), citing the exact source. It's a Q&A over your real playbook, not a portal to go dig through.

  1. Add your manager resources

    Upload your management playbook, HR policies, PIP and review templates, and leave procedures to a manager-scoped folder in the Knowledge Center.

  2. Scope who can ask

    Set permissions so only people-managers can query manager-only material. Individual contributors never see it in their results.

  3. Ask in plain language

    A manager asks Joy "How do I start a PIP?" or "What's our bereavement leave policy?" and gets a step-by-step answer with the timelines and approvals spelled out.

  4. Act with the source in hand

    Every answer cites the exact policy or guide. The manager clicks through to confirm, then copies any language they need into their own note or conversation.

  5. Make it one click for your team

    Save this ask as a custom command on the assistant your team already uses, so anyone can run it in one step.

Deixe do seu jeito

Cited Answers

Every response names the policy, guide, and section it came from so managers can verify.

Permission-Scoped

Manager-only content stays manager-only. Individual contributors can't surface it.

Steps and Approvals

Answers spell out the sequence, timelines, and whose sign-off each step needs.

Plain-Language Ask

No need to know the document name. Managers ask the question they actually have.

Performance & Reviews

Answer questions on review cycles, ratings calibration, and PIP procedures.

Leave & Accommodation

Guide managers through leave types, eligibility, and accommodation steps.

Difficult Conversations

Surface the frameworks and scripts in your playbook for tough talks.

Comp & Promotion

Explain the promotion path, comp bands, and off-cycle adjustment rules for managers.

Frequently Asked Questions

Is this a portal managers log into?

No. It's a Q&A. Managers ask Joy a question in plain language and get a cited answer drawn from your manager-only resources. There's no separate site to browse. The answer comes to them in chat, with links to the source documents.

How do you keep manager-only content restricted?

Access is permission-scoped. You place manager resources in a folder only people-managers can query, so individual contributors never see PIP procedures, comp guidance, or other manager-only material in their results.

Does Joy make the decision for the manager?

No. Joy explains the documented steps, timelines, and approvals and cites the source. The manager still owns the decision, the conversation, and any action. Joy just makes the guidance findable and clear.

Can managers trust the answers are accurate?

Every answer cites the exact policy or playbook section it's drawn from, so a manager can click through and confirm before acting. Joy answers from your documents rather than generic HR advice.

What kinds of questions can managers ask?

Anything covered in your manager resources: starting a PIP, running a review cycle, handling a leave request, preparing for a difficult conversation, or understanding promotion and comp rules. If it's in the documents, Joy can answer it.

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