You'd think this needs an HR consultant and three sleepless nights — Tycoon Agent has the PIP, the script, and the legal cover ready by lunch.
The short answer
Tycoon Agent answers "handle a performance issue" by building the full case file before you say a word to the employee. She pulls the last 90 days of Linear tickets closed, Lattice 1-on-1 notes, peer feedback from your last review cycle, Slack response times, and any documented incidents — then writes three things: a Performance Improvement Plan with specific measurable goals over 30/60/90 days, the conversation script for the first sit-down (opening, evidence, expectations, closing), and an HR-defensible documentation trail in Notion. She flags whether this is a coaching moment, a PIP situation, or a separation case based on severity. You get out of your own head, you get the data, you get the right next step. The hardest people decision becomes a structured 45-minute conversation with a paper trail.
How Tycoon Agent actually does it
- Pull the work record
Last 90 days of Linear tickets, Lattice 1-on-1 notes, Slack engagement, peer feedback from review cycles, any documented incidents in Notion or Lark.
LinearLatticeSlackNotionLark
- Diagnose severity
Coaching moment (one bad sprint), PIP situation (3+ months pattern), or separation case (trust violation, repeated PIP failure). Tycoon Agent recommends with reasoning.
- Draft the PIP
Specific measurable goals, 30/60/90 day milestones, support resources, and clear consequences. Written to be defensible if it goes legal.
NotionLattice
- Write the conversation script
Opening line, evidence to share, what you need from them, what they can ask, closing. Calibrated for empathy without softening the message.
- Schedule the check-in cadence
Weekly 1-on-1s, mid-PIP review at day 15, formal review at day 30. Auto-creates Lattice check-ins and Google Calendar holds.
LatticeGoogle Calendar
What it looks like in chat
YouMarcus has been missing deadlines for 2 months. I need to handle it.
Tycoon AgentI pulled his record. Here's what I see: **Severity: PIP situation, not separation.** 8 of 12 sprint commits missed since Feb, but his peer reviews from Q4 were strong and he flagged a personal issue in his last 1-on-1 (3/14). Not a trust break — a sustained dip. **PIP draft (in Notion now):** 30-day goals — close 90% of committed tickets, 24hr response on PR reviews, weekly 1-on-1 with you. 60-day — return to Q4 throughput. 90-day — formal exit from PIP or separation. **Script for tomorrow's 1-on-1:** Opening: "I want to talk about the last two months because I care about your trajectory here." Evidence: the 8/12 sprint data. Ask: "What's getting in the way?" Close: hand him the PIP, walk through it, schedule day-15 check-in. Weekly 1-on-1s booked through May 28. Want me to send the calendar holds?
What you get back
A Notion folder with the PIP document, the conversation script, the 30/60/90 milestone tracker, and Google Calendar holds for every check-in through the PIP period — plus a private Lark message to you with the severity recommendation and reasoning.
Cadence: One-shot for the case file, then weekly check-ins through the PIP period.