Скачать или смотреть What to Say When an Employee Is Underperforming (Word for Word)

If you’re avoiding a tough conversation with an underperforming employee, this is the exact script to use.

Most leaders don’t avoid these conversations because they’re weak — they avoid them because they don’t want to be unfair or hurt someone. But being clear is kind. Being “nice” is often damaging.

The exact script: (Italicized means you'd insert your own variation)
I want to talk about your role and performance, because something isn’t working and I want to get clear about it.
(Stop. Let that land.)
The expectation for this role is that work is delivered production-ready, with internal checks completed before it goes to the client.
What I’m seeing is that over the last four weeks, three deliverables were sent to the client with errors that should have been caught internally, resulting in additional revision rounds.
I need to understand if this is a clarity issue, a capability issue, or a commitment issue.
(Stop talking and listen. Repeat back what you heard)
I hear you and understand it’s been tough for you personally and you will work on your end to make sure it won’t affect your work.
Here’s what needs to change over the next 30 days:
Deadlines will be met consistently, there were be fewer errors in the work going out, and you’ll be more proactive with the communication in both the client and myself.
We’ll meet Thursday the 15th again at 10:30 to follow up with this conversation and review these particular items and look for improvement.
If this doesn’t change, we’ll need to talk about next steps at the next meeting but I do believe you have the ability to rise to the expectations.

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