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Having difficult conversations with poor performers is essential for team growth and improvement. Start by preparing for the discussion. Gather specific examples of performance issues, focusing on facts rather than personal opinions. Approach the conversation with empathy and a constructive attitude, fostering an open dialogue.

Begin the meeting by setting a respectful tone and explaining the purpose of the discussion. Use “I” statements to express concerns, which helps to avoid placing blame. Encourage the employee to share their perspective and listen actively to their responses.

Offer support and collaborate on an action plan for improvement, setting clear expectations and deadlines. Follow up regularly to monitor progress and provide feedback. Remember, the goal is to help the individual improve while maintaining a positive working relationship.