In my experience, one of the biggest HR investments aside from payroll tends to be in performance management. This shouldn’t come as much of a surprise. After all, a poorly performing employee can be a significant drain on a company’s productivity and resources. It follows, then, that a significant amount of time and money would be spent ensuring underperformers improve. The alternative, after all, would be undergoing a lengthy process of disciplinary measures before letting employees go. Then restarting a costly and time-consuming hiring process. This makes sense. What doesn’t make sense is that there is little investment in preventing poor