Letter to Employee – Performance Counselling Outcome Confirmation

Performance Counselling Outcome template letter. Business leaders should use this letter to confirm the outcome and action required after a Performance Counselling meeting with an employee.

Letter to Employee – Performance Counselling Outcome Confirmation

As an employer, you expect each employee to perform their job effectively to contribute to the goals of your organisation. But when an employee demonstrates performance deficiencies or fails to meet the job’s expectations, you need to address the issue through formal performance counselling. Once the counselling meeting is done and the outcome is concluded, it’s time for the outcome confirmation letter. This step is usually the first in the performance management process and is before formal disciplinary action is taken, such as a warning and the purpose is to improve job performance.

Significance of Performance Counselling Outcome Confirmation Letter

Performance counselling is crucial to enhance employees performance, set expectations and set out any areas of improvement. It helps the employee to spot their weakness and then formulate strategies to enhance their performance. Performance counselling ultimately results in peak performance which results in the achievement of organisational goals and objectives.

Evaluating performance periodically also enhances the level of efficiency of the employee. When performance counselling is done in an effective manner, employees who lag behind in certain areas will be assisted to analyse and improve their performance. Once concluded, HR Expert Australia recommends the creation of a performance counselling outcome confirmation letter. Creating a letter every time for each employee can be daunting and time-consuming, which is why our template can be really helpful to lessen the burden.

Key Points

• Include a clear statement of the performance issue
• Discuss the impact of the non-performance
• Agree on the timeline within which performance must be improved
• Include a due date or end date for improvement
• Provide a clear statement about the consequences if performance or conduct is not improved.

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