In this scenario, I can conclude that Niki's performance may need to be addressed. Given the lack of details about the complaints, it is difficult to conclude much more. Fact-finding becomes essential in addressing the issue with Niki, and it seems someone has already researched some of the most important facts. No other employees have complaints which tells us this is not a situation of customers complaining about everyone. Niki had also received complaints at a past job which tells me this is a repeat occurrence. Also, there have been a large amount of complaints meaning this problem is recognized by many. I want to begin by saying it is important to know if Niki has ever been confronted with poor performance. As a leader, we must remain transparent and communicate to employees expectations as well as corrective action. If we are beyond the point of corrective action it is important to gather all previous documentation of fact-based complaints against Niki. Next, we will look into the facts of the most recent complaints. Complaints must be definitive with days times and exactly what happened to be worth addressing. A pattern of similar complaints would be seen as factual. If the