Handle a performance issue with one of my team
Your AI CEO turns the hardest conversation into a structured plan.
You'd think this needs an HR consultant and three sleepless nights — Astra has the PIP, the script, and the legal cover ready by lunch.
The short answer
Astra 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 Astra actually does it
- 1Pull 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 - 2Diagnose severity
Coaching moment (one bad sprint), PIP situation (3+ months pattern), or separation case (trust violation, repeated PIP failure). Astra recommends with reasoning.
- 3Draft the PIP
Specific measurable goals, 30/60/90 day milestones, support resources, and clear consequences. Written to be defensible if it goes legal.
NotionLattice - 4Write 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.
- 5Schedule 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
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.
One-shot for the case file, then weekly check-ins through the PIP period.
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Try this with AstraFrequently asked questions
What if I haven't been documenting issues all along?
Astra works with what exists — Linear tickets, Slack history, calendar patterns, any Lattice notes. If the documentation is thin, she'll flag it and recommend starting with a coaching conversation (not a PIP) so you build a paper trail before formal action.
Will the PIP hold up legally?
Astra writes PIPs in the structure most employment lawyers recommend — specific measurable goals, support offered, consequences spelled out, dated milestones. For high-risk separations (protected class, recent leave, etc.), she'll explicitly recommend a 30-min review with employment counsel before delivery.
Can I customize the tone of the conversation script?
Yes — tell her "more direct" or "more empathetic" and she'll rewrite. The structure stays (opening, evidence, expectations, closing) but the voice matches yours. Most founders use her draft as a starting point and edit one or two phrases.
How long does this take to produce?
About 8 minutes from the moment you ask to a complete file. Pulling the data is the slow part; the writing is fast. You'll have the full package in your Notion before your next coffee.
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