This initial performance warning conversation would typically be the first step in a performance improvement process. If your staff member’s performance did not improve, this would be followed by a written performance plan and—if performance still did not reach the necessary level—firing. Reflect on any biases that could be shaping your perception or your approach to giving feedback, then use our CSAW process to prepare: connect, share specific feedback, ask/invite questions, and use repeat-backs to wrap up the conversation.
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