Performance Review Meeting - First Stage Performance Warning template letter

Raising performance related issues with one of your team can be tricky – no one likes to hear they’re not living up to expectations.

Performance Review Meeting - First Stage Performance Warning template letter

Once you’ve held a Formal Performance Review meeting, the outcome of the Performance Management Procedure will depend on a number of factors.

The possible outcomes are as follows:

  • Additional performance management to address any outstanding issues provided there is continued improvement
  • No further action
  • A Formal Performance Warning (First Performance Warning followed by a Final Performance Warning) to maintain or improve performance. This would generally also include a further Performance Improvement Plan
  • Dismissal due to performance

If the outcome is First Performance Warning, you may use this template letter here.

Before using this documentation we’d highly recommend reading our step-by-step guide on managing poor performance available to download for free here

Whilst you are welcome to use the documentation as you see fit, we strongly recommend that you take specific legal advice from the team at Primed as to the appropriateness of the documentation that you intend to issue in your particular set of circumstances.

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In the event that you do use the documentation without first taking our advice, we need to be clear that in those circumstances, no relationship is created between you and any of the Outset Group Companies.

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  • What is a reasonable performance review period?

    There is no set minimum review period and its length depends on many factors including the nature of the role, how tangible the results are and the root cause of the performance issues. Generally though 4 to 6 weeks will be sensible in most cases.

  • Can we demote an employee due to their poor performance?

    Some contracts of employment entitle an employer to demote an employee, but despite this it is still advised that such clauses are invoked reasonably and in consultation with the employee.

    Generally, demotion is utilised towards the end of a performance management process whereby next steps would be dismissal. At this stage, the employee may be more incentivised to agree to the demotion in preference of dismissal.

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