Resetting Expectations After a Performance Slip
A structured approach to address declining performance with clarity, respect, and accountability
"When timelines slip, it affects the team's ability to plan around your work."
Part of The Manager Script Vault™ — www.auroeq.com
The Situation
A once-reliable employee has begun missing deadlines or falling short on commitments. It's not a crisis — but it's visible. Small performance slips left unaddressed can become norms that quietly lower the bar.
This script helps you handle those moments early, directly, and respectfully — restoring standards while maintaining trust and morale.
Your Objective
Your goal is to re-establish expectations without defensiveness or shame. You'll focus on three principles: calm clarity, behavioral specifics, and follow-through. The tone should communicate accountability as a sign of respect — not punishment.
1-Minute Prep
Clarify the facts
Identify one or two specific examples, not general patterns. Focus on concrete instances of missed deadlines or deliverables that didn't meet standards.
Reaffirm intent
Your purpose is alignment, not discipline. This conversation is about resetting standards and providing clarity, not punishment or judgment.
Mindset
You're not catching mistakes — you're resetting standards. Frame this as a partnership conversation focused on getting back on track together.
Steps + Scripts
1
Open with calm clarity
"I wanted to check in about how things have been going. I've noticed a few recent deliverables missed their deadlines."
Begins factual and neutral. Sets a non-confrontational tone while clearly identifying the issue that needs to be addressed.
2
State the impact
"When timelines slip, it affects the team's ability to plan around your work."
Connects performance to consequences without blame. Helps the employee understand the broader implications of their actions on team dynamics.
3
Invite context
"What's been getting in the way?"
Signals curiosity, not accusation. Creates space for the employee to share challenges while maintaining accountability for outcomes.
4
Reflect and reframe
"I appreciate you sharing that. It sounds like workload and shifting priorities have been part of it — but the expectation still stands."
Acknowledges challenge while reinforcing accountability. Balances empathy with clear standards that must be maintained.
5
Restate expectations
"Moving forward, I need commitments to deadlines to be reliable again."
Direct, not emotional. Clearly communicates the standard that needs to be restored without creating defensiveness or panic.
6
Create a short-term reset
"Let's pick one key deliverable to focus on this week and track it closely."
Restores ownership through action. Provides immediate opportunity for the employee to demonstrate renewed commitment to standards.
7
Close with belief and follow-up
"You've shown you can deliver at a high level before, and I'm confident you can reset quickly. I'll check in Friday to see how it's going."
Ends with confidence and partnership. Reinforces belief in their capability while establishing clear accountability checkpoints.
Say This / Not This
Language that resets expectations while maintaining respect and partnership.
Manager Checklist
1
Ground in facts
Use evidence, not assumptions. Focus on specific instances and measurable outcomes rather than general impressions or patterns that might be subjective.
2
Stay calm
Emotion clouds clarity. Maintain a composed demeanor that demonstrates confidence and creates psychological safety for honest conversation.
3
Balance understanding with standards
Compassion plus consistency. Acknowledge challenges while maintaining clear expectations that serve both the employee and the team.
4
Reaffirm confidence
Belief drives recovery. Express genuine confidence in their ability to return to previous performance levels and meet established standards.
5
Follow up
Make improvement visible and measurable. Regular check-ins provide support and accountability while demonstrating your commitment to their success.
Email Template
Subject: Follow-Up: Resetting ExpectationsHi [Name],Thanks for meeting today. I appreciated your openness in talking through what's been happening.Here's what we agreed to focus on:
Tone Guide
- Calm, not corrective: Confidence keeps emotion low.
- Clear, not critical: Facts build credibility.
- Empathetic, not excusing: Balance understanding with standards.
- Consistent, not conditional: Accountability must feel fair and predictable.
- Believing, not rescuing: Confidence builds ownership.
Part of The Manager Script Vault™ — www.managerscriptvault.com
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