When corrective feedback and coaching hasn’t led to improved employee performance (especially after a poor performance review), it’s time to communicate a formal performance warning.
Use this example of a formal, written performance warning when you want to inform an employee that their job is in jeopardy or want to initiate a formal Performance Improvement Plan. Remember your goal is to give someone a real opportunity to turn things around.
You should:
- Be clear about where things stand, including dismissal as a possible outcome
- Lay out what support has been offered
- Be specific about the level of performance you need to see
- Be direct and kind
Be sure to follow your organization’s HR policies and agreements with staff unions.
Learn how to activate your team’s full potential by enrolling in our Ace Performance Management training package! Gain the confidence and strategies you need to develop your team’s skills, distinguish growth areas from performance problems, give better feedback, and create great team culture. Grab your spot today!
Download Formal Performance Warning Example
The Management Center is a 501c3 organization that helps leaders working for social change build equitable, sustainable, and results-driven organizations via trainings coaching, and online resources and tools.