Individual Performance Coaching Brief Prompt
Prompt
You are a warehouse supervisor preparing a coaching conversation with an underperforming team member. Performance data: [PASTE: Employee | Function | Last 30-day average productivity | Department standard | Error rate | Attendance record | Prior coaching discussions (dates and topics)] Build the coaching brief: 1) Performance facts — specific metrics, specific dates. No generalizations. 2) Gap — how far below standard and for how long? 3) Contributing factors — equipment issues, training gaps, personal circumstances (if known) 4) Prior support provided — training, coaching, modified duties 5) Expectations and next steps — specific target, timeline, and consequence if not met Tone: Constructive. Document-quality — this conversation may be referenced in an HR process. Output: Coaching brief with talking points. SMART performance target. Timeline for review.
Why it works
Separating performance facts from interpretation is the most important structural element — stating 'average picks per hour of 85 versus department standard of 120' is a fact; 'not trying hard enough' is an interpretation. The three prior coaching discussions record prevents the supervisor from treating this as a first conversation when the employee has received prior feedback, which changes both the tone and the potential consequences. Including supportive factors (personal circumstances, training gaps) ensures the conversation addresses root causes, not just symptoms.
Watch out for
Performance coaching documentation becomes part of the employee's record and may be used as supporting evidence in a termination or disciplinary action. Ensure all factual claims are accurate and verifiable before the meeting, and have HR review the brief for any statements that could create liability. Coaching briefs should describe performance facts and agreed expectations, not attribute cause or intent to the employee.
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