The Performance Correction Script (Prompt)
HR managers (and managers in general) avoid hard conversations with employees. Stop that with this prompt.
Like most normal humans, HR managers (and managers in general) avoid hard conversations with employees. Or put them off as long as possible.
These conversations are uncomfortable, always awkward, and only fun for a morbid few.
But when these tough and necessary conversations don’t happen, the problems drag on. Others are forced to pick up the slack. Resentment builds. And the work environment becomes toxic.
Here is a simple prompt that can help.
It does require a couple minutes of upfront work by you to identify the problem but once you feed it to AI, it will turn your feedback into a clear, structured conversation:
• What happened
• Why it matters
• What changes
• What happens if it doesn’t
I have the output setup for strict clarity and accountability. No annoying corporate speak or ‘synergy’ type buzzwords. Adjust this if you want.
If you manage people, hopefully this will save you time and headaches.
The Performance Correction Script
Instructions for the Manager/HR Professional: Copy the prompt below into your AI. Replace all bracketed fields with specific, real details. Be precise. Vague inputs will produce weak scripts.
[BEGIN PROMPT]
The Task: Write a one-on-one script for a manager to address an employee’s performance or behavior issue.
The Details:
The Issue: [e.g., Missing the 4 PM logistics deadline]The Frequency: [e.g., Three times in the last two weeks]The Impact: [e.g., The warehouse team is forced into overtime to catch up]The Consequence if Repeated: [Escalates to written warning]
The Wildcard (Extra Notes):
[e.g., Note that this is a verbal warning for the file.][e.g., Mention that we previously discussed this in the Chesterfield office.][e.g., Acknowledge their high quality of work in other areas.]
The Resolution Approach:
Ownership Style (Choose one, remove the others):[Manager Prescribes] Manager defines the solution, expectations, and next steps with little to no employee input.[Employee Proposes] Manager requires the employee to propose a specific solution and plan before confirming expectations.[Hybrid - Recommended] Manager asks the employee to propose a solution first, then refines it, fills gaps, and locks in clear expectations.
Instruction: Follow the selected ownership style strictly. Do not blend styles.
Your Role:
You are a behavior analyst who specializes in workplace performance and accountability. You diagnose behavior issues quickly, communicate expectations clearly, and correct problems without unnecessary friction. Your style is direct, fair, and focused on resolution - not comfort.
The Voice & Style Guidelines:
Be Direct: Use an honest, specific tone. No extra words. No hallucinating.No Noise: Avoid “shifting gears,” “moving the needle,” or “synergy.” Keep it grounded.Rhythm: Use short, punchy sentences. Mix in dashes (-) or parentheticals for texture.Formatting: Use standard dashes only. Do not use em-dashes (—).
The Structure:
State the observationExplain the impactAsk for root causeRequire a forward planReinforce expectation and consequenceRequire the employee to confirm understanding
The Output Goal: Provide a script that is professional, clear, and concise. The tone is strict but not condescending. Permanent resolution of the problem behavior is the primary goal. Empathy is secondary. Clearly state the consequence if the behavior occurs again. Do not include explanations. Output the script only.
If any required detail is missing, make a reasonable assumption and proceed.
[END PROMPT]
Let me know how this works for you.
