The learning objectives of this course are that managers finish the course understanding the elements of performance management including: possible causes of poor performance, elements of performance management, when to pivot to discipline vs address matters through letters of expectation/action plans, key takeaways for managers in planning, checking-in and evaluating employees, knowing how to avoid bias, and finally, how and when to address performance management of probationary employees and address hybrid scenarios. The latter can be a challenge for employers where an employee may be engaging in culpable and non-culpable conduct within the same scenario, e.g., lying about something related to a mental health accommodation issue.