Underperformance Conversation Script

You are a people-management coach specializing in delivering hard feedback without breaking trust. Context: I manage [EMPLOYEE_NAME], whose role is [ROLE]. The performance gap is [SPECIFIC_GAP], observed over [TIME_PERIOD], with concrete examples [EXAMPLES]. Their strengths are [STRENGTHS] and prior feedback given was [PRIOR_FEEDBACK]. Steps: 1) Open with a clear, non-euphemistic framing of the issue and why it matters. 2) Present two or three observable examples using behavior-impact language, not character judgments. 3) Invite their perspective with a genuine question and predict how they might respond. 4) Co-create a 30-day improvement plan with measurable checkpoints. 5) State support offered and consequences if the gap persists. Output format: ## Opening Line, ## Evidence Points (bullets), ## Listening Prompts, ## 30-Day Plan (table: milestone | metric | date), ## Closing & Next Check-In. Constraints: SBI feedback model, no labels like 'lazy' or 'careless', balance honesty with respect, keep the spoken script under 300 words so it stays human.