Make the right call in difficult people situations
Handle situations confidently with structured guidance, practical scripts, and ready-to-use templates.
Used by managers and business owners to handle real employee issues—without guesswork.
Used by managers in small teams and growing companies
See exactly how it works:
Employee misses deadlines repeatedly
Ready-to-use templates:
Sound familiar?
Managers are expected to handle employee issues—but most have never been trained for it.
And the decisions they make can:
- Impact someone's job
- Affect team performance
- Create legal risk
Getting it wrong is costly.
For Managers and Business Owners
- You're unsure what to do in sensitive employee situations
- You're worried about making the wrong decision
- You've never been trained to manage people properly
For HR & Companies
- HR teams are overloaded with repetitive questions
- Managers escalate too early or too late
- Inconsistent management practices across teams
- Managers lack practical, structured guidance
A structured way to handle any HR situation
Here's how you handle a situation step by step:
Choose your situation
Select from conflict, underperformance, misconduct, attendance, hiring & firing.
Follow the decision path
A structured, step-by-step framework guides you clearly to the right action.
Use the templates
Download emails, warning letters, meeting scripts, and policies—ready to use.
Escalate only if necessary
Know exactly when and how to involve HR, with a clear escalation guide.
Each step shows exactly what to do, what to say, and what to document.
Over time, managers learn how to handle situations better on their own.
Start by solving real situations. Improve with every case.
Layer 1 — Situations
Handle real employee situations with clarity and confidence
- Conflict
- Performance issues
- Misconduct
- Attendance
- Hiring & firing
Layer 2 — Manager Playbooks
Build the skills to become a better manager
- Giving feedback
- Managing performance proactively
- Running difficult conversations
- Leading a team effectively
Scale HR expertise across every manager
Reduce HR interruptions and ensure managers handle situations correctly—before escalating.
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Reduce repetitive HR questions
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Standardize how situations are handled
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Empower managers with safe, structured guidance
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Let HR focus on high-impact work
Manager needs guidance
PocketHR
Decision System
Situation resolved
Escalate to HR
Handle any employee situation—step by step, without guesswork
Know exactly what to do, what to say, and what to document—every time.
features.intro
Handle real situations step by step
Clear actions from first conversation to final decision.
Say the right thing
Use ready-to-send emails and scripts for difficult conversations.
Avoid costly mistakes
Know what's safe—and what could create legal risk before you act.
Escalate with confidence
Handle situations independently and involve HR at the right time.
Improve as a manager
Build real skills through real situations (coming soon).
Consistency across managers
Ensure every situation is handled the right way—every time.
AI can suggest. This tells you what to do.
More than generic answers
AI and generic tools can't give you structured, accountable, skill-building guidance.
| AI & Generic Tools | PocketHR | |
|---|---|---|
| Cases |
Generic, non-specific responses
|
Real cases from small businesses
|
| Structure |
No accountability or decision path
|
Step-by-step action frameworks
|
| Legal |
No legal clarity
|
Risk indicators on every step
|
| Documents |
No ready-to-use documents
|
Templates ready to download
|
| Skills |
Teach concepts
|
Guide real decisions & build real-world skills
|
AI & Generic Tools
PocketHR
AI & Generic Tools
PocketHR
AI & Generic Tools
PocketHR
AI & Generic Tools
PocketHR
AI & Generic Tools
PocketHR
Here's exactly how this works in practice:
Example CaseEmployee repeatedly misses deadlines
Context
A team member has missed 3 consecutive project deadlines. Previous verbal conversations haven't led to change. You're unsure whether to escalate formally.
Step-by-step approach
- 1Document the pattern — dates, impact, previous conversations
- 2Schedule a structured performance meeting
- 3Issue a written warning (template provided)
- 4Set clear improvement goals with a defined timeline
What to say
"I want to discuss the recent missed deadlines. I value your work, and I need us to address this together. I'll be outlining what I need to see change and providing written follow-up."
Following this process protects you legally and gives the employee a fair opportunity to improve.
If there is no improvement after the written warning, or if the situation involves a legal risk, loop in HR before proceeding further.
Linked Playbook:
How to give constructive feedback →What situation are you facing?
Select a category to see how PocketHR guides you through it.
Conflict
Navigate team conflicts using a structured mediation approach with scripts for difficult conversations and documentation at every stage.
Built on real expertise
Reviewed by HR professionals
All guidance is reviewed by certified HR and employment law specialists.
Built for real-world situations
Practical guidance based on actual scenarios from small businesses and teams.
Jurisdiction-aware from day one
Starting with Switzerland and EU, with clear legal context throughout.
Real companies. Real situations.
Built from real-world HR situations across small and mid-sized companies.
I used PocketHR to handle a performance issue and for the first time felt confident I was doing it right.
Marc D.
Operations Manager, 12-person team
I used PocketHR to handle a performance issue and avoided escalating to HR entirely. It saved me hours and gave me confidence I was doing it right.
Sophie L.
Founder, 8-person startup
Stop guessing. Handle employee situations with confidence.
Give every manager the tools to make the right call.
