Performance management
that's actually working.
Annual reviews that are a checkbox exercise. Poor performers tolerated too long. Good people frustrated and thinking of leaving. We build the daily management systems that make performance management fair, consistent, and never a legal risk.
Not all consultancies fit everyone.
We work best with a specific type of client. If this sounds like you, let's talk.
The Overstretched HR Director
Performance reviews are a checkbox exercise in your organisation. Nobody is genuinely performing at their potential. The low performers have been tolerated for too long — and now managing them out feels like an impossible legal and emotional task. The high performers are watching and thinking of leaving. You know the annual review system doesn't work. You need something that does.
- "How do I manage someone out of the business fairly and legally?"
- "We've let performance slip for too long — where do I even start?"
- "A good person just resigned — they said they tried to raise this three times."
The HR Department of One
You've been handling everything — recruitment, payroll, performance management, employee relations — without systems, processes, or support. You're exhausted. A restructure or a dismissal feels like a legal minefield you can't navigate alone. You need someone who's done this before and can guide you through it without adding to your workload.
- "I'm the only HR person — I have no one to discuss this with."
- "How do I run a fair redundancy process?"
- "We need to dismiss someone and I don't know where to start."
The Business at Restructure
You're running a business that needs a restructure — or you're preparing for one due to acquisition, investment, or market pressure. Performance management gaps are about to become legal and financial liabilities. You need external capability to run this process fairly, defensibly, and quickly. Decision cycle 1–4 months.
- "We're restructuring — need a process that's fair and legally sound."
- "Due diligence is coming — our HR processes need to hold up."
- "We have a team that needs to perform but we don't have the infrastructure."
Two services. One principle:
We only make money when you make money. Every engagement is structured around your outcomes, not our billable hours.
Performance Management
Performance reviews that are a checkbox exercise. Poor performers tolerated too long. High performers frustrated and thinking of leaving. We build the daily management systems and manager capability that make performance management fair, consistent, and never a legal risk.
- Performance review process redesign
- Performance improvement plan (PIP) framework
- Manager capability training — having the difficult conversations
- Dismissal and employee relations support
- HR process documentation and policy writing
- Engagement survey design and analysis
- 60-day post-delivery accountability review
Employee Engagement
The unsexy work of building HR from the ground up. We fix the compliance foundations, train your managers to have the conversations they avoid, and build the retention infrastructure that keeps good people from quitting — before they do.
- HR compliance audit and remediation
- Manager training — having the difficult conversations
- Retention risk assessment and action planning
- Employee engagement framework design
- Performance management process design
- Employee relations and grievance handling
- 60-day post-delivery accountability review
Not all consultancies fit everyone.
We work best with a specific type of client. If this sounds like you, let's talk.
The Overstretched HR Director
Performance reviews are a checkbox exercise in your organisation. Nobody is genuinely performing at their potential. The low performers have been tolerated for too long — and now managing them out feels like an impossible legal and emotional task. The high performers are watching and thinking of leaving. You know the annual review system doesn't work. You need something that does.
- "How do I manage someone out of the business fairly and legally?"
- "We've let performance slip for too long — where do I even start?"
- "A good person just resigned — they said they tried to raise this three times."
The HR Department of One
You've been handling everything — recruitment, payroll, performance management, employee relations — without systems, processes, or support. You're exhausted. A restructure or a dismissal feels like a legal minefield you can't navigate alone. You need someone who's done this before and can guide you through it without adding to your workload.
- "I'm the only HR person — I have no one to discuss this with."
- "How do I run a fair redundancy process?"
- "We need to dismiss someone and I don't know where to start."
The Business at Restructure
You're running a business that needs a restructure — or you're preparing for one due to acquisition, investment, or market pressure. Performance management gaps are about to become legal and financial liabilities. You need external capability to run this process fairly, defensibly, and quickly. Decision cycle 1–4 months.
- "We're restructuring — need a process that's fair and legally sound."
- "Due diligence is coming — our HR processes need to hold up."
- "We have a team that needs to perform but we don't have the infrastructure."
Two services. One principle:
We only make money when you make money. Every engagement is structured around your outcomes, not our billable hours.
Performance Management
Performance reviews that are a checkbox exercise. Poor performers tolerated too long. High performers frustrated and thinking of leaving. We build the daily management systems and manager capability that make performance management fair, consistent, and never a legal risk.
- Performance review process redesign
- Performance improvement plan (PIP) framework
- Manager capability training — having the difficult conversations
- Dismissal and employee relations support
- HR process documentation and policy writing
- Engagement survey design and analysis
- 60-day post-delivery accountability review
Employee Engagement
The unsexy work of building HR from the ground up. We fix the compliance foundations, train your managers to have the conversations they avoid, and build the retention infrastructure that keeps good people from quitting — before they do.
- HR compliance audit and remediation
- Manager training — having the difficult conversations
- Retention risk assessment and action planning
- Employee engagement framework design
- Performance management process design
- Employee relations and grievance handling
- 60-day post-delivery accountability review
The same skills — any industry
Every engagement starts with a conversation. We find out if we're the right fit — and we'll tell you if we're not.
Healthcare & Social Care
Clinical governance, performance in regulated care settings, and the unique challenge of managing both clinical competency and conduct issues.
Manufacturing & Engineering
Performance management for technical and skilled trade workforces — where output is measurable but development pathways are unclear.
Professional Services
Billable hour cultures, utilisation targets, and the performance management of fee-earners — balancing development with commercial pressure.
Financial Services
Regulatory compliance, conduct standards, and performance management in FCA-regulated environments where misconduct has serious consequences.
Any Organisation with Performance Problems
Structured performance management, manager capability, and legal compliance — with a named consultant who owns your outcomes.
Investors & Acquirers
People due diligence, performance management gap analysis, and cultural risk assessment for investment or acquisition.
How it works
Transparent milestones from day one. No black-box engagements.
Email First
Send us a brief note about your situation. We'll respond within one business day to arrange a call if there's a potential fit.
Strategy Call
30-minute call to understand your organisation, your performance challenges, and your legal context. No hard sell — if we're not a fit, we'll tell you.
Proposal & Contract
A clear proposal with defined deliverables, fixed pricing, and measurable outcomes. Signed and agreed before any work begins.
Execution & Review
Named consultant drives delivery. Fortnightly check-ins. Monthly written briefings. 60-day review at project close.
Ready to talk
to someone who understands?
Email us with a brief description of your situation. We'll respond within one business day.
No commitment required. If we're not the right fit, we'll tell you — and point you in the right direction.
info@pbaventures.co.ukPrefer a form? Send us an enquiry.