Regular conversations can help a manager understand how work is going and what support is needed. Use this structure alongside your own supervision arrangements and obtain HR advice where an employment issue requires it.
Prepare with evidence
Bring relevant examples and invite the colleague to identify topics. Separate observations from assumptions. Make time to discuss what is working as well as what needs attention, without including unnecessary personal information about people receiving care.
Explore what is behind a concern
Ask about instructions, resources, workload and support before reaching a conclusion. Acas distinguishes capability from conduct issues and encourages understanding the reason for performance problems. Consider any relevant disability-related support or reasonable adjustments.
Agree a manageable next step
Describe the expected improvement, support offered and review point. Check that both people understand what has been agreed. A supervision conversation does not replace a fair formal procedure where one is needed.
Return to the agreement
At the next review, discuss what changed and what still needs attention. Update the record and follow your escalation arrangements. Obtain appropriate advice before significant employment decisions.
Your takeaway checklist
- The discussion uses specific examples.
- The colleague can explain their perspective.
- Support and expectations are clear.
- Actions have an agreed review point.
Official guidance to read alongside this guide
Acas: problems with an employee’s performanceThis is practical preparation guidance. Check the current requirements relevant to your service and obtain advice on your own arrangements where needed.