Before the Boot: How to Protect Yourself When You're on HR's Radar
A practical, no-nonsense guide to recognizing HR warning signs, documenting the right details, and responding professionally when corrective action starts.
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Is This Guide For You?
✓ This guide is for you if:
- You've been placed on a Performance Improvement Plan (PIP)
- You received a written warning or corrective action notice
- Your manager's behavior toward you has suddenly changed
- HR is suddenly involved in routine conversations
- You feel targeted, excluded, or set up to fail
- You want to be prepared—just in case
✗ This guide is NOT for you if:
- You're looking for legal advice or strategy (consult an attorney)
- You want guaranteed protection from termination (no one can promise that)
- You're an HR professional looking for employer-side guidance
- You want to "get revenge" on your employer (this is about documentation, not drama)
What You'll Learn
Practical strategies you can implement immediately — without sounding defensive, panicked, or unprepared.
Chapter 1: Recognize the Warning Signs
Learn the 10 most common patterns that signal you're being managed out—from sudden documentation of minor issues to exclusion from key meetings. Know what to watch for before escalation begins.
Chapter 2: Start Documenting (The Right Way)
Use the 5-minute incident log system to track meetings, emails, and interactions without drowning in paperwork. Includes templates and examples of what actually matters.
Chapter 3: Respond to Written Warnings & PIPs
How to craft professional, documented responses that protect you without admitting fault, arguing, or making things worse. Scripts, templates, and real examples included.
Chapter 4: What to Save, Print & Forward
Build a clean evidence trail: what to save, how to capture key details without violating policy, and how to organize documentation that actually holds up if you need it later.
Chapter 5: Communicate Like a Pro Under Pressure
Proven scripts for difficult conversations, how to respond to vague criticism, and when to put things in writing. Stay calm, professional, and documented.
Chapter 6: Know When to Get Legal Help
Red flags that mean it's time to consult an employment attorney, what to bring to that first meeting, and questions to ask. (Plus: what most employees get wrong about "wrongful termination.")
What's Included
Everything you need in one complete package
Complete Digital Guide (PDF)
120+ pages of practical strategies, examples, and step-by-step guidance
5-Minute Incident Log Template
Editable template for tracking workplace incidents, meetings, and follow-ups
Communication Script Library
Copy-paste scripts for common HR and corrective action scenarios
Warning Signs Checklist
Printable checklist to spot escalation patterns early
Lifetime Updates
Get future editions and updates at no additional cost (when released)
Inside Look
Here's what you'll get right away:
- • A full 120+ page PDF guide you can read on any device
- • A 5-minute incident log template (editable)
- • Copy-paste scripts for common HR meetings and write-ups
- • A warning signs checklist you can print and keep handy
(Preview screenshots will be added in a future update.)
What Readers Are Saying (Real Results, Calm Approach)
"These templates and scripts saved me so much stress. I wish I'd had this six months sooner."
Sarah M.
Corporate Individual Contributor
"This guide didn't just help me understand what was happening — it gave me a real plan. I felt confident in every next step."
David K.
Healthcare Team Lead
"Finally, a guide that's practical, not just theory. Written in language that makes sense."
Jennifer L.
Operations Supervisor
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In the meantime, download our free Quick-Start Template to get started with basic documentation today.
What to Expect
When "Before the Boot" launches, you'll be among the first to know. We'll send you a single notification email with access information.
We respect your inbox—we'll only contact you about the guide launch.
Frequently Asked Questions
Still have questions?
Contact us →Be Ready When It Matters Most
You can't control what HR is planning. But you can control how prepared you are.
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