What’s going well; what isn’t? Answer these questions from both the employee’s and the organization’s perspective.
Is the employee meeting defined criteria for performance/fulfilling requirements for the job?
How is this employee contributing to the company’s core values in their attitude and work? How could they improve?
Performance & Behavior Feedback
How could the employee improve their performance and/or behavior? Offer solutions as well as soliciting solutions from the individual.
How will we track progress? Do we need to check in again? If so, when?
What is your motivation for leaving?
Company Performance Feedback
What is the organization doing well? How could the organization be better?
How was the working environment (i.e. workplace, job hours, etc.)? How could it be improved?
Highlights & Lowlights
What were your three favorite parts about working here? What three things would you change?
What do you know now that you wish you were told in the onboarding process?
Advice for a Replacement
What advice would you give to someone starting in your position?
Alignment - State the Problem
Describe the performance deficiencies.
Review the predefined improvement plan. (Optional: Solicit feedback)
What resources (if any) are needed to put this plan into action? Identify resources.
Evaluation Process & Timeline
How will we evaluate progress on the PIP? Define timelines and procedures.
Explain potential outcomes and consequences of accomplishing (or failing to achieve) the goals set out by the PIP.
Questions, Comments, Concerns
Time for clarifying questions. Ensure everything is clear.