Delivering a performance improvement plan conversation
You have to put a struggling employee on a formal plan.
Strategy
No surprises, no softening. State the gap, the standard, the timeline, and the consequence. Then commit to real support. Partner with HR before the meeting.
How this one opens
This is a formal conversation and I want you to hear it clearly.
This is the first line of the full script for this exact situation.
What usually happens next
Most likely: "so am I being fired?"
One thing not to say
This is just a formality
You are seeing a piece of this script. 5 parts are written in full.
The rest of the opening, the full pushback path, everything to avoid, and the follow-up message — written for this situation.
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Before you have this one
A formal plan carries employment consequences. Agree the plan, the targets and the wording with your HR or people team before this meeting, and let them handle anything that becomes a question about rights, notice or protected reasons for the gap. If the person raises health, disability or a personal crisis as a factor, do not resolve it here — pause and route it to HR or occupational health.
Need this script tailored to a sensitive situation?
No two workplace conflicts are exactly alike. If you are preparing for a highly sensitive, high-stakes meeting and cannot afford to make a mistake, let our executive team write a custom, turn-key script tailored precisely to your situation.
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