This course contains the use of artificial intelligence.

Almost every employee relations case was avoidable six months earlier. By the time it has a name, the cheap options are gone. Here are 249 tools to act earlier: 160 ready-to-use question lists, procedures, templates, checklists, matrices and AI prompts, 60 models and methods, 12 services shown on screen and 17 working files.

Open a lecture, take the tool, have the conversation you have been putting off.

How a situation becomes a case

Someone's work slips. The manager notices and says nothing, because the conversation is unpleasant and the quarter is busy. Three months later the slip is a pattern, the team has noticed, and the conversation is no longer a correction but an accusation. Then comes an improvement plan written by someone who has already decided the outcome, and a resignation whose real reason nobody records.

What changes after this course

Problems become visible early through the performance system. Feedback happens in the moment, the cause is diagnosed before a solution is chosen, and conflicts are handled while they are still conversations. When a PIP is needed, it is designed to succeed, and when someone leaves, the exit interview tells you something you can act on.

What is inside: 249 tools, counted lecture by lecture

You do not have to take this number on trust. Open any lecture and read its description: every tool inside is listed there by name.

• 49 downloadable resources: the lecture presentations plus 17 working files, including the Impact and Pattern Map, the PIP readiness checklist, the performance improvement plan workbook, PIP conversation scripts, the exit interview questions library and the exit interview analytics workbook
• 160 ready-to-use tools inside the presentations:
• 42 question lists and scripts: performance review discussions, relationship building, PIP delivery conversations, exit interviews
• 34 step-by-step procedures and workflows: performance improvement planning, difficult performance conversations, hostile meeting management, interpersonal conflict resolution
• 27 templates and sample documents: critical incident log, feedback preparation, employee journey map, exit interview invitation email
• 21 checklists: employee warning signs, effective feedback, burnout recognition, mediation suitability
• 15 scorecards, rubrics and matrices: manager-HR responsibilities, feedback topic prioritization, PIP eligibility decisions, skill, will and system gaps
• 13 ready AI prompts: employee engagement assessment, underperformance diagnosis, PIP SMART goals generation, exit interview pattern analysis
• 6 other working tools and 2 metric sets: feedback gap interview worksheet, feedback stress reduction worksheet, PIP process calendar
• 60 models and methods explained with examples: 360-degree feedback, radical candor, situational leadership, Thomas–Kilmann conflict modes
• 12 services shown on screen, including PeopleForce, 15Five, Bonusly and Google Forms

Where the tools are

• The performance system (3 sections, 98 tools). The system everything happens inside, evidence on results and competencies, and the review.
• Everyday conversations and motivation (4 sections, 77 tools). Feedback loops, personality, recognition, loyalty and engagement.
• Conflict (2 sections, 39 tools). When it breaks between people, prevention and mediation.
• The improvement plan (1 section, 31 tools). PIP readiness, goals, conversations and the process roadmap.
• The exit interview (1 section, 26 tools). Questions, scripts, analytics and implementation.

Who is teaching

I am Mike, the #1 HR instructor on Udemy, with 1,800,000+ course enrollments from 170,000 students, and the author of about 200 books on Amazon. I built the people system at Preply as it became a unicorn and worked at Wargaming, iDeals and Alfa-Bank across 20 years in HR. I hold PHRi, SHRM-CP and HCI sHRBP certifications and represent HRCI in Eastern Europe.

At Wargaming, in the unit I supported, managers had been avoiding performance reviews. I offered to take part and help, they agreed, and employees said they had finally had a proper conversation with their managers about their work and plans. At iDeals we had a remote employee in the US who believed he was doing well while we did not; we prepared a formal performance improvement plan with clear results to reach.

How to use the course

Start with the Impact and Pattern Map and the performance system, then go to conversations, conflict, the PIP or the exit interview as your situation needs. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.

What is included

• 34 lectures across 12 sections, 16.5 hours
• 49 downloadable resources: lecture presentations and 17 working files
• 249 tools across the lessons, including 12 services shown on screen
• Lifetime access to all materials
• Active instructor support in the Q&A section
• A Udemy Certificate of Completion

Where to start

Think of one problem on your team that nobody has named yet and map its impact and pattern before your next one-to-one. Enrol now and start your first lesson today.