Transition in. Move into "Delivering a PIP — The Conversation Structure" by linking it to the previous slide. Give the group a one-sentence "why this matters" before walking through the points below. Talking points (walk through each in order): 1. Open with Purpose. "I'm meeting with you today to discuss a formal performance improvement plan. I want to walk you through it and make sure you understand the path forward." Facilitator tip: say this in your own words, then ask the group for a real example of "open with purpose" from their own team before moving on. 2. Present the Plan Clearly. Specific performance gaps → measurable goals → timeline → support available → checkpoints → consequences of not meeting the plan Facilitator tip: say this in your own words, then ask the group for a real example of "present the plan clearly" from their own team before moving on. 3. Respond to Emotions. If the employee becomes emotional or combative, stay calm and factual. Acknowledge the difficulty without removing the accountability. Facilitator tip: say this in your own words, then ask the group for a real example of "respond to emotions" from their own team before moving on. 4. When Asked "Am I Being Fired?". "I want you to succeed. Let's focus on what success looks like in this plan." — honest, forward-focused, not threatening Facilitator tip: say this in your own words, then ask the group for a real example of "when asked "am i being fired?"" from their own team before moving on. 5. Weekly Check-Ins Required. Never go silent on someone on a PIP. Regular coaching support is your ethical obligation and your legal protection. Facilitator tip: say this in your own words, then ask the group for a real example of "weekly check-ins required" from their own team before moving on. Engage the room. Ask for a show of hands: who has faced a situation like this in the last month? Timing & transition. Aim for roughly 6–7 minutes on this slide. When the points have landed, transition forward with a short bridge such as "Now that we've covered delivering a pip — the conversation structure, let's look at what comes next."

Speaker Notes · Slide 1

Performance Reviews & PIPs