Made for Human Resources Specialists
Build a Fair Performance Response
75 min
Advanced
Human Resources Specialist
Build Professional Skills
Career outcome:
Avoid Professional Risk
Turn a performance concern into a documented, consistent response that fits the facts and gives the manager a clear next move.
Create a free account to save your progress and use this Playbook.
Use this when
A manager has reported a performance problem and wants to give feedback, start a formal improvement plan, issue discipline, or take another employment action.
You'll need
- Reported concern
- Expected standard
- Evidence and chronology
- Past guidance and support
- Policy and process
- Comparable cases
- Employee context
- Available responses
- Decision deadline
- Review path
You'll get
- The performance gap tied to a documented expectation
- Material facts separated from claims and assumptions
- Past guidance and support reviewed
- Relevant policy and procedure checked
- Comparable cases tested for meaningful similarities and differences
- Response options weighed against consistent criteria
By the end of this playbook
You will have:
- The performance gap tied to a documented expectation
- Material facts separated from claims and assumptions
- Past guidance and support reviewed
- Relevant policy and procedure checked
- Comparable cases tested for meaningful similarities and differences
- Response options weighed against consistent criteria
Sample
This is sample data, not your prompt. Pro unlocks this higher-stakes Playbook. On Free Playbooks you can still copy the assembled prompt into any AI.
Sample input
Reported concern: An analyst submitted three weekly reports after the Friday deadline during a six-week period. Two delays held up finance review by one business day. Expected standard: Reports are due by 3 p.m. Friday under the team procedure guide. Evidence: Email timestamps confirm all three delays. One delay followed an urgent client assignment. The other two have no documented explanation. Past guidance: The manager discussed the first delay and sent a recap. A new template was provided. No formal warning has been issued. Policy: Progressive corrective action is preferred when practical. HR must review written warnings. Comparators: One employee received coaching after two misses with no business impact. Another received a warning after five misses and two months of coaching. Context: Three years of otherwise solid performance. A temporary workload increase recently ended. Options: Documented coaching, written warning, 30-day improvement plan, or more fact-finding. The manager prefers a written warning.
Sample assembled prompt
Case Snapshot The record supports a... One delay followed a documented urgent... Evidence Check Two late submissions are... The third is supported by timestamps... The business effect was limited but... Consistency Check The coaching comparator is... The warning comparator involved more missed... A written warning now would require... Recommended Response Use documented coaching with... Restate the Friday deadline, set an... Use a written warning as the... Required Escalations Confirm that no leave,... Follow-Up Measures On-time submission each Friday... Same-day notice when a competing priority... Weekly manager check-ins. Review at 15 and 30 days.