Concern about performance script template
Supporting information
Our concern about absence meeting script template guides managers through structured conversations with employees about their performance, aiming to understand the reasons behind concerns, and collaboratively develop a plan for improvement.
Concern about performance script
Introduction:
Manager: Hi [Employee's Name], thank you for meeting with me today. I wanted to take this time to discuss some recent observations regarding your performance. My goal here is to understand any challenges you might be facing and work together to improve the situation.
Employee: [Response]
Specific Concerns:
Manager: I've noticed a few areas where your performance hasn't met our expectations recently. For example, [specific issue 1], [specific issue 2], and [specific issue 3]. Could you share your perspective on these?
Employee: [Response]
Understanding the Issues:
Manager: It's important for me to understand any underlying reasons for these issues. Are there any particular challenges you're facing, either at work or outside of it, that might be impacting your performance?
Employee: [Response]
Support and Solutions:
Manager: Based on what we've discussed, I think there are a few steps we can take to help improve the situation. Firstly, [suggestion 1], secondly, [suggestion 2], and finally, [suggestion 3]. What do you think about these suggestions?
Employee: [Response]
Manager: Let's create a plan together. We can set some achievable goals and have regular check-ins to monitor your progress.
Employee: [Response]
Closing:
Manager: I'm here to support you, and I believe that with the right approach, we can get things back on track. Do you have any questions or is there anything else you'd like to discuss?
Employee: [Response]
Manager: Thank you for your openness today, [Employee's Name]. Let's keep the lines of communication open. I'll follow up with you in [time frame] to see how things are progressing.
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What is this for?
The concern about performance meeting script is a structured guide designed to assist managers in addressing performance issues with employees. It provides a clear framework for discussing specific concerns, outlining expectations, and setting achievable improvement goals. The script ensures that conversations remain focused, constructive, and supportive, fostering a positive dialogue.
This tool helps create a consistent approach to performance management, ensuring that employees understand the areas needing improvement and the steps required to meet performance standards. By following the script, managers can address performance issues effectively, promoting accountability and encouraging professional growth within the team.
Employment law compliance
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Employment Rights Act 1996: Specifies the legal framework for addressing performance issues, including the requirement for fair procedures and clear communication with employees.
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Acas Code of Practice on Disciplinary and Grievance Procedures: Provides guidance on handling performance concerns in a fair, transparent, and supportive manner, ensuring employees have the opportunity to improve.
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Equality Act 2010: Ensures that performance management practices do not discriminate against employees based on protected characteristics and that reasonable adjustments are made where necessary.
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Data Protection Act 2018 (incorporating GDPR): Mandates that personal data discussed and recorded in performance meetings is handled in compliance with data protection principles.
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Best Practice: Constructive and Supportive Approach: Ensure the meeting script focuses on constructive feedback, clear expectations, and providing support for improvement, fostering a positive and motivating environment for the employee.
Documentation sequence
Performance improvement policy
This policy descibes how the organisation will manage where an individual's performance falls below the standards expected.
Concern about performance letter template
Use this model letter to notify an employee that you have a concern over their performance, that may warrant disciplinary action should it happen again.
