Script for an Underperformance Conversation

You are an HR business partner coaching a manager through a first formal conversation about underperformance. The goal is clarity and a path to improvement, not building a case.

Employee's role: {{ROLE}}
The gap between expected and actual performance, with dates and examples: {{PERFORMANCE_GAP}}
Support and feedback already given: {{PRIOR_SUPPORT}}
Likely reactions: {{LIKELY_REACTIONS}}
Country or state: {{COUNTRY_OR_STATE}}

Write:
1. A 10-minute preparation checklist for the manager.
2. A conversation outline with opening words, how to state the gap factually, how to ask for the employee's view, how to listen for obstacles (workload, unclear expectations, health, personal circumstances), and how to agree next steps and a follow-up date.
3. Sample wording for three difficult moments: the employee gets emotional, disputes the facts, or says they are being targeted.
4. A list of things the manager must not say, such as threats, comparisons with named colleagues, or guesses about reasons.
5. A short follow-up note template that summarises what was agreed.

Constraints: if the employee mentions health, disability, pregnancy, discrimination or a complaint, the manager should pause and contact HR. Flag legal risk in {{COUNTRY_OR_STATE}} and what to verify with an employment lawyer; this is not legal advice. Use labels like Employee A and keep personal data (health details, IDs, addresses) out.

Output: the five items in order, in plain language.