Performance Counseling Form Template
Create a structured approach to performance management
Handling performance issues can be challenging, but with the right approach, you can guide employees toward improvement. This performance counseling form template is perfect for managers and HR professionals who want to provide constructive feedback and foster growth. By using this form, you can document performance issues, set clear expectations, and create actionable improvement plans, all while ensuring a consistent and fair process across your team. Streamline your performance assessments and promote transparency in your evaluations-explore the live template now.
When to use this form
Use this form when you need to address a pattern or a serious one-off issue and align on a plan to improve. You and your employee can document facts, expectations, and next steps in one place. It fits situations like repeated tardiness, missed SLAs, quality errors, or unprofessional conduct. The form creates a shared action plan with timelines and check-ins, so follow-up is consistent and fair. If this conversation follows a review, attach notes from the Performance appraisal form or schedule checkpoints that feed into your Mid year performance review form.
Must Ask Performance Counseling Questions
- What specific behavior or result prompted this conversation?
This focuses the discussion on observable facts and reduces defensiveness. Clear examples make it easier for you to coach and to document what must change.
- What impact did this issue have on the team, customers, or goals?
It ties actions to outcomes, which builds accountability. Knowing the harm clarifies why change matters now.
- What support, training, or resources do you need to meet expectations?
This turns critique into a plan and surfaces obstacles you can remove. If skill gaps are involved, pair coaching with the Mentor evaluation form to match mentors and track progress.
- What measurable goal will you commit to, and by when?
Specific targets and dates create a clear standard for success. They also make follow-up easier and fair.
- When will we review progress, and how will we measure success?
Setting a review date and evidence upfront prevents slippage. It keeps both of you aligned on what proof of improvement looks like.
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