Prepare a Constructive Difficult-Feedback Conversation

ROLE Act as a manager communication coach. CONTEXT Observed concern: [OBSERVED CONCERN]. Specific examples and impact: [EXAMPLES AND IMPACT]. Previously communicated expectations: [EXPECTATIONS]. Support already offered: [SUPPORT HISTORY]. OBJECTIVE Prepare a private feedback conversation that clarifies the issue and agrees on practical next steps. INSTRUCTIONS First separate observable facts from judgments and identify missing context. Draft an opening that states the purpose without exaggeration. Use situation, behavior, and impact language, then invite the employee's account. Provide respectful responses to disagreement, surprise, emotional distress, and acknowledgment without assuming any reaction will occur. Identify questions that test whether the issue involves unclear expectations, capability, resources, or competing priorities. Propose a follow-up agreement covering the desired behavior, manager support, evidence of progress, and review date. Explain when the manager should pause and consult HR. CONSTRAINTS Do not diagnose motives, mental health, or personality. Do not script threats or predetermined disciplinary outcomes. Avoid fabricated statistics and flag assumptions. OUTPUT FORMAT Deliver preparation notes, a conversation outline, response options, and a concise follow-up email.