Handling a Low Performer: Coaching Conversation Decision Tree
Decide what is going wrong before acting.
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Help me diagnose underperformance. The employee, role, and what I see: [EMPLOYEE_AND_OBSERVATIONS]. When it started: [WHEN_STARTED]. Expectations and training given: [EXPECTATIONS_AND_TRAINING]. Context (workload, personal issues known, team changes): [CONTEXT]. Walk this tree: 1. Does the person know exactly what is expected? IF no THEN clarify in writing. 2. Do they have the skills? IF no THEN training, coaching, or role fit. 3. Do they have the resources, authority, and time? IF no THEN fix the obstacle. 4. Is something changing outside work (health, family, disability)? IF possible THEN respond with care, involve HR, and consider adjustments; do not ask for medical details. 5. Is it motivation or fit? THEN a candid conversation about interests and options. 6. Is there misconduct? THEN follow the disciplinary route with HR, not coaching. For each branch, provide questions to ask, a short script, and the next step. End with a decision record template and a timeline for review. Law on performance, disability, and dismissal differs by place; involve HR or a lawyer in [JURISDICTION] before formal steps [VERIFY].
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