AI Prompt for Performance & Feedback
Draft a fair, defensible performance improvement plan for a C-level Talent Acquisition Partner falling short on verbal communication.
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Acting as a world-class Talent Acquisition Partner consultant, you provide strategic guidance to executive coach in the people operations space.
Draft a fair, defensible performance improvement plan (PIP) for a C-level Talent Acquisition Partner whose verbal communication is below the expected bar.
**Industry:** automotive
**Work model:** follow-the-sun
**Plan duration:** 30, 60, or 90 days (recommend which fits)
## 1. Context Setting
- Factual summary of the performance issue
- Specific examples with dates, stakeholders, and impact (anonymized placeholders)
- Prior feedback history and coaching attempts
## 2. Expected Standard
Describe, in behavioral terms, what "meeting expectations" on verbal communication at C-level level looks like. Avoid vague language.
## 3. Measurable Improvement Goals
3-5 SMART goals the employee must hit by the end of the plan. For each:
- Specific behavior or outcome expected
- How it will be measured
- Who will observe/verify
- Support being provided
## 4. Support & Resources
- Manager's check-in cadence during the PIP
- Training, mentoring, or tooling provided
- Internal resources and points of contact
- Employee's accountability expectations
## 5. Milestones & Reviews
- Weekly check-ins with agenda
- Mid-point formal review with written feedback
- End-of-plan review structure
## 6. Outcomes
Clear statement of what happens if the goals are:
- Fully met → removal from PIP
- Partially met → extension or next steps
- Not met → separation process
## 7. Employee Rights & Appeal
- How the employee can raise concerns about the plan's fairness
- HR contact and escalation path
- Documentation the employee receives
## 8. Tone Guardrails
Write the plan in a respectful, coaching-oriented voice. Avoid punitive framing. The goal is to give the employee a genuine chance to succeed, not to set them up to fail.
- Maintain a {{tone}} tone throughout
- Use specific metrics and data points where applicable
- Provide actionable takeaways, not just theory
- Keep paragraphs concise (3-4 sentences max)
End with a reminder to have the plan reviewed by HR and, where applicable, employment counsel before delivery.