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turn around or be the start of the end? I've seen more fail than win, if I'm honest.

And let's be blunt, a pip in some companies, and it varies from company to company, a pip is often seen culturally as a, oh my God, I'm being forced out.

And I think it starts with what's the cultural perspective of that company and how much do they actually want to develop and grow people? And hopefully, I'm hoping by the time anybody's got anywhere near a pin, there has been usually many weeks, if not months of conversation around performance with really, really clear standards of expectation from the leadership and understanding of like what's going on.

way and how that's impacting performance whether that's in terms of their skill their competence their ability or their motivation so all of that ground should have been covered by now and the pip is simply a final straw and it's sometimes a final straw and a serious kick that for somebody who goes oh my god and it's the cliff edge it's like this is now very serious and for a few occasions i've seen that really work i will admit i've seen more fail than win But some of the wins where I've seen it turn around, those people have actually gone on to be really, really amazing in their careers.

I won't quote any names because if they're listing or they catch this, they'll know who they are.

But there's a couple who've gone on to really run big things.

I'm

So what needs to happen? Yeah, actually actively making the decision.

Tim, you were going to say something there.

Just backing what Elaine says, the timeline of these decisions, they're not six-month calls.

These are 12-month plus.

You're hiring somebody for the next two, three years.

In all likelihood, their likely lifespan in the role you're hiring, should they be successful, is going to be two years minimum.

And then they may move on, progress, promotion, whatever, you know, there's things in there that could happen or they stay in the role and just keep performing.

And that regular check-in will be very much