Should I keep a struggling new hire on a formal plan or cut losses at ninety days?

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Annual performance reviews are too slow to catch a problem that started in March A performance improvement plan means nothing without months of written coaching first Span of control explains why one manager with fourteen reports is drowning Attrition on a manager's team says more than any engagement survey score Two people on my team refuse to work together and neither will blink first. How do I tell a solid performer that their attitude is costing the team? What do you actually say in the first conversation with an underperformer? Job rotation was designed to relieve boredom and is now used to cut headcount One report keeps escalating over my head instead of talking to me first. My one-on-ones turned into status updates — how do I get them back to coaching?