: Avoid vague terms like "substandard work." Instead, note precisely how many deadlines were missed or what errors were found.

: Full name, job title, and department of the employee, along with the reporting manager's name.

: Clearly outline what the employee needs to do to correct the behavior and set a date for a follow-up meeting.

: State exactly what will happen if the behavior continues, such as further disciplinary action or termination.

Tools like BambooHR and Indeed offer free templates and detailed guides on structuring these documents.

: Space for the employee, supervisor, and HR representative to sign, confirming the discussion took place. Best Practices