How to Handle a Performance Review for an Underperforming Employee

Clarity and documentation matter more here than in any other type of review.

1. Be direct about the performance gap — softening it too much can create false reassurance.
2. Provide specific examples and a clear, written improvement plan with timelines.
3. Document the conversation formally, both to protect the process and to give the employee something concrete to work from.
4. Offer genuine support and resources, not just a warning — most performance issues have a path to improvement.

Related reads