The Performance Counseling Form opens by collecting the employee's and manager's full names, then the session date, establishing a clear record of who was involved and when. The next two required questions ask the manager to describe the specific performance issues in detail and outline the concrete improvements expected, forming the core documentation of the discussion. Two optional questions follow: one inviting the employee's own comments or feedback to capture their perspective, and another for agreed-upon follow-up actions, support offered, and review dates, ensuring accountability after the session ends. Once submitted, respondents see a brief confirmation that their responses have been recorded.
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They rely on the employee and manager name questions alongside the performance issues and expected improvements fields to build a complete, attributable record for an employee's file.
They use the "Outline the specific improvements or changes expected from the employee." question and the follow-up actions question to turn a verbal conversation into a documented, actionable plan.
They depend on the employee feedback question to ensure the employee's voice is part of the official record, which is important when reviewing whether a counseling process was conducted fairly.
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