Short answer
Focus on specific work output, expectations, resources, timelines, and measurable improvement.
How to Talk to Employees About Performance
Use safer manager wording for performance conversations and coaching messages.
Why wording matters
Performance conversations become risky when they include assumptions, threats, or protected-context references.
Bad example
Your personal problems are clearly affecting your performance.
Safer rewrite
Let's review the specific performance expectations, the observed gaps, and the support or timeline needed for improvement.
ADA · FMLA · EEOC Aligned Guidance
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