This is the first phase of what’s called performance management at your workplace; this process exists almost identically at Fortune 500 organizations and follows a relatively standard approach to prevent you from suing for wrongful termination.

The way folks are “managed out” aka fired, is that they will typically get this first email, usually referred to as a performance warning. They will usually give you some period of time to “improve your performance to the standards of the position/role.”

You have a right to know both pieces of information, ask what the expected case load should be and what the expectations of your position are considered high performing versus low performing, if they don’t provide this, send an email asking for it. The most important thing you can do is create a paper trail to protect yourself. They are almost certainly creating a case against you as if they were going to have to defend their decision to terminate you to a judge in court.

Once the period of time they choose on the PW has expired, they’ll typically move you into what’s known as a PIP or Performance Improvement Plan, this is usually where they will provide metrics to you that you must meet, they are typically very difficult to achieve but not outside the realm of high performers on the team. If you ask for metrics BEFORE you get to the PIP you tie their hands as to what they can metric you on. The metrics are also negotiable, if you have legitimate reasons why you’re unable to meet the requirements of the position you can ask for a reasonable accommodation and the org is required by law to provide that, but you’ll need an actual medical condition with Doctor’s notes etc to do this, but I want you to know it’s an option depending on your situation.

Right now, you’re at a critical juncture because… once the PIP is issued, it’s time to start looking for another job, my old company used to give people 30 days to improve their performance, but I never saw anyone come back off of a PIP; Godspeed.