Conversation Planner · for managers
How to talk to an underperforming employee
Read the approach below, or skip ahead and get a plan written for your own situation.
Plan my conversation — free ↓Why the usual approach fails
"Your performance isn't where it needs to be" is too big to act on, and listing every shortfall at once guarantees none of them change. Choose the single behavior that would make the biggest difference and have a whole conversation about only that.
How to open
"I want to talk about one thing, because I think it's the one that matters most. Over the last eight weeks you've closed about half as many tickets as the rest of the team. I'd like to understand what's happening before I say anything else."
Ask before you tell
- "How do you think the last two months have gone?"
- "What's getting in the way?"
- "What would help most right now?"
What to agree before you leave the room
One measurable standard for the next two weeks, the support you'll provide, and a date to look at the numbers together.
Make it yours — free
Edit the details below to match your situation and get a full five-step COACH plan by email.
Other conversations
- How to talk to a top performer you're afraid of losing →
- How to talk to an employee who blames others →
- How to talk to an employee who procrastinates →
- How to talk to an employee who dominates meetings →
- How to talk to a new hire who is struggling →
- How to talk to an employee who disagrees with their performance review →
Built on the COACH method by Jon Kludt, Business Coach · Certified EOS Implementer® · thecoachconversation.com