Name the gap, understand its cause, and agree a plan with a timeline and support, fairly.
| Element | Detail |
|---|---|
| The performance gap (against the expectations) | |
| The likely cause (skill, will, fit, or obstacle) | |
| The specific improvement expected | |
| Support provided and timeline | |
| Follow-up dates and outcome |
Name the gap clearly and fairly; vague under-performance conversations change nothing. Understand the cause before prescribing: a skill gap needs development, a will gap needs a different conversation, a fit gap may route back to hiring. Follow through to a real outcome, improvement or a fair exit. For jurisdiction-specific process on exits, verify with a qualified professional through your HR foundation.
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