Bad performance mail to employee

Here is an example of a bad performance email to an employee:

Subject: Performance Concerns

Dear [Employee Name],

I am writing to express my disappointment and concern regarding your recent performance. Despite our previous discussions and efforts to improve, I have noticed a significant decline in your work quality and productivity over the past [insert time period].

Specifically, I have observed the following issues:

• [Insert specific examples of poor performance, such as missed deadlines, poor quality of work, lack of attention to detail, etc.]
• Your lack of initiative and motivation has resulted in a lack of progress on key projects and tasks.
• Your communication skills have been lacking, leading to misunderstandings and delays in project completion.

I want to emphasize that I am committed to supporting your growth and development as an employee. However, I must stress that these issues are impacting not only your own performance but also the team's overall productivity and morale.

To address these concerns, I am requiring you to:

• [Insert specific actions or goals that the employee must achieve to improve their performance, such as completing a certain number of tasks on time, improving the quality of their work, etc.]
• Attend a meeting with me on [insert date and time] to discuss your progress and any challenges you are facing.
• Provide regular updates on your progress and any changes you make to improve your performance.

If I do not see significant improvement in your performance, I will be forced to consider further action, up to and including disciplinary measures.

I hope you understand the gravity of this situation and take the necessary steps to improve your performance. If you have any questions or concerns, please do not hesitate to reach out to me.

Sincerely,

[Your Name]

Note:

• This is just an example, and you should adjust the language and tone to fit your company's culture and policies.
• It's essential to be specific and objective when addressing performance issues, focusing on behaviors and actions rather than personal characteristics.
• Make sure to provide clear expectations and goals for improvement, and offer support and resources to help the employee succeed.
• Keep a record of all performance issues and discussions, including dates, times, and details of the conversations.