Performance management for managers in Metro Detroit and surrounding areas in Michigan
We believe that most employment law issues do not start in the legal department. They start in day-to-day conversations between managers and employees. As a labor and employment attorney with years of experience leading HR and legal teams and serving as in-house counsel for a Fortune 500 company, I have seen the same pattern repeatedly. Nearly 80% of all initial employee relations complaints, formal charges, and employment litigation could have been avoided or significantly reduced if front-line managers had:
- Said the right thing instead of the wrong thing or nothing at all.
- Followed proper procedures instead of improvising.
- Documented their actions accurately and on time.
That is where we come in. Clearheaded’s performance management for managers program equips supervisors with the knowledge, confidence, and structure to handle people situations legally, effectively, and consistently.
What is performance management for managers?
Performance management is not just about annual reviews or performance ratings. It is about building a culture of clarity, fairness, and accountability one conversation at a time. We define performance management for managers as a proactive, legally informed framework that teaches supervisors how to manage people, deliver feedback, and make employment decisions without creating unnecessary legal exposure. Our approach combines HR best practices with employment law insight, ensuring your managers have both the what to do and the why it matters.
Why the supervisor role is so critical?
Supervisors operate in the danger zone of employment law. They are the company’s first line of defense and often its first point of vulnerability.
- The agent status: In the eyes of the law, a supervisor is considered an agent of the employer. Their words and actions, especially when hiring, firing, disciplining, or promoting, are legally attributed to the company.
- The point of contact: Supervisors are the first and most frequent contact for employees. They hear complaints, deliver reviews, and carry out disciplinary or termination decisions.
- The stray remark problem: Countless cases turn on a single poorly chosen comment. For example, a supervisor tells an employee, “I need someone younger who can keep up,” during termination. That one sentence can support an age discrimination claim. Another supervisor tells a complaining employee, “I do not want to deal with this drama,” which can be used to prove the company failed to investigate harassment.
- Procedural failures: Many lawsuits are not lost because of the core issue like poor performance, but because of missed steps such as failing to engage in the ADA interactive process, failing to investigate impartially, or failing to apply policies consistently.
In short, the supervisor is the face of your company’s compliance and culture. When that face says or does the wrong thing, it becomes the story your employee’s attorney tells in court.
How do I know if my organization needs performance management training?
Ask yourself
- Do managers avoid giving feedback until it is too late?
- Are disciplinary actions undocumented or inconsistent?
- Have you had employee complaints escalate unnecessarily?
- Are terminations often reactive rather than strategic?
- Do you feel unsure that supervisors understand what they legally can and cannot say?
If the answer is yes to any of these, a performance management program may save your business time, money, and stress.
How we deliver performance management for managers?
Our method is structured, clear, and easy to implement.
1. Discovery: We learn your business, team dynamics, and existing HR policies.
2. Training and framework: We train managers to communicate effectively, apply policies fairly, and document correctly.
3. Scenario practice: Through case studies and real examples, we teach what to say and what not to say.
4. Documentation systems: We provide templates and guidance for consistent, defensible documentation.
5. Follow-up support: We offer coaching and compliance check-ins to reinforce learning.
This is not theory. It is prevention. Our goal is to make compliance a byproduct of good management, not a separate checklist.
What topics and responsibilities are included?
Most organizations face recurring challenges in the way performance is managed and documented. These include inconsistent feedback across departments, lack of documentation after disciplinary actions, improvised or reactive conversations during reviews or terminations, and unclear connections between performance expectations and company policy. Our Performance Management for Managers program directly targets these pain points by training supervisors to:
- Deliver performance reviews that are fair, consistent, and legally compliant
- Handle disciplinary actions with proper documentation and clear communication
- Manage ADA, FMLA, and discrimination-sensitive conversations with confidence
- Ensure consistency in pay, promotions, and corrective actions
- Coach employees effectively without crossing legal or procedural boundaries
Each module is practical, real world, and aligned with current labor law expectations. The result is a stronger leadership culture where compliance, fairness, and accountability become daily habits, not emergency reactions.
Ready to get started
Initial Consultation –
We start with a conversation to understand your biggest HR challenges, compliance concerns, and business goals.
Needs Assessment –
We take a deep dive into your current HR policies, hiring practices, and risk areas to identify gaps and opportunities for improvement.
Proposal & Plan –
You’ll receive a customized HR compliance strategy that outlines exactly what needs to be done to protect your business and streamline your processes.
Follow-Up Meeting –
We review the proposal together, answer your questions, and refine the plan to fit your business needs.
Contract & Next Steps
– Once everything is aligned, we finalize the contract and get to work implementing the solutions that will keep your business running smoothly.
Performance management specialists in Michigan and across the USA
I am Danette Durón-Willner, founder of Clearheaded. With more than 25 years of experience in HR, employment law, and compliance, I have seen how the right performance management systems prevent risk and strengthen leadership. Our mission is to simplify compliance for business owners by giving managers the tools and language to handle employee issues with clarity, consistency, and confidence.
Tips and resources for effective performance management
- Train managers before problems arise, not after
- Use documentation templates that track facts, not feelings
- Schedule regular one-on-one check-ins, not just annual reviews
- Encourage calm and consistent communication under pressure
- Reinforce compliance through continuous microlearning
Hi, I’m Danette Durón-Willner
Your trusted partner and HR pro, who is also a labor and employment expert.
If it involves hiring, compliance, workplace conflicts, or anything in between, trust me—I’ve seen it, solved it, and made it simpler for business owners like you.
Say goodbye to HR chaos! This is where navigating complex HR, employment and regulatory compliance becomes hassle-free. We help prevent risks, solve your immediate HR challenges and address your complex questions, ensuring you're always on solid ground, so you can relax on your weekends and focus on growing your busines.
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Ready to transform your team into leaders? Our Performance Management Program goes beyond evaluations. We tailor strategies that boost engagement and drive profitability, empowering your managers to inspire excellence and lead with confidence. Let's create a vibrant workplace culture together.
Performance Management Program Development
FAQ
Why is performance management important?
It strengthens trust, accountability, and productivity and protects your business from avoidable claims and lawsuits.
How often should performance reviews be conducted?
At least annually, with quarterly or monthly check-ins to ensure consistent feedback.
How often should managers meet with employees?
Regular one-on-one meetings, ideally biweekly or monthly, create alignment and prevent misunderstandings.
What are key activities and responsibilities?
Setting goals, giving feedback, coaching performance, and documenting all decisions clearly and consistently.
What questions should a manager ask during a performance review?
Some examples are:
What part of your work feels most meaningful?
What barriers are preventing better performance?
How can I support you in achieving your goals?