How To Write an Email For Bad Performance

In this article, we will discuss how to write an email addressing a situation of bad performance. If you are struggling with a colleague or team member’s poor performance and need to express your concerns through an email, this article will guide you through the process.

How to write an email for bad performance: Begin by addressing the issue directly and constructively.

What To Do Before Writing the Email

Before drafting the email, it is important to take the following steps:

  • Gather specific examples and evidence of the poor performance.
  • Reflect on the potential reasons behind the performance issues.
  • Consider any contributing external factors that may be affecting the performance.
  • Plan your approach towards solving the problem.

What to Include In the Email

When addressing bad performance in an email, make sure to include the following:

The Opening

Start the email with a polite and professional greeting, addressing the recipient by name. State the purpose of the email clearly and concisely.

Express Concerns

Explain in detail the performance issues you have observed. Use specific examples to illustrate the problems and avoid generalizations. Be factual and objective in your language.

Offer Support

Show your willingness to support the individual in improving their performance. Suggest resources, training opportunities, or mentorship that could help them overcome the challenges they are facing. Emphasize your commitment to their success.

Set Expectations

Clearly outline the expectations you have regarding their future performance. Be specific about what improvements need to be made and provide a realistic timeframe for achieving those goals.

Suggest Solutions

Provide possible solutions to help address the performance issues. Offer suggestions for process improvements, additional support, or any changes you believe could contribute positively to the situation.

Closing Remarks

Close the email by expressing your confidence in their ability to improve and reiterate your commitment to their growth. Offer your availability for further discussion or support.

Email Template

Hello [Recipient’s Name],

I hope this email finds you well. I am writing to address some concerns regarding your recent performance. I have noticed several instances where [provide specific examples of poor performance].

I want to assure you that my intention is not to criticize but rather to support your professional development. I believe that with the right resources and guidance, you can overcome these challenges. I recommend exploring [suggest specific resources, training programs, or mentoring opportunities] to help you enhance your skills and overcome the obstacles you are facing.

However, it is important that we work together to resolve these performance issues. Moving forward, I would like to see improvements in [highlight specific areas for improvement] within the next [realistic timeframe]. If you require any support or have any questions, please do not hesitate to reach out to me. I am here to help.

I have faith in your potential and expect great things from your contributions. Let’s collaborate to address these concerns and achieve the desired outcomes. If you would like to discuss this further, please let me know and we can arrange a suitable time to talk.

Thank you for your attention to this matter.

Best regards,

[Your Name]


When writing an email about bad performance, it is crucial to approach the situation with empathy and offer constructive support. Express your concerns clearly, provide examples, suggest solutions, and set expectations for improvement. Remember to maintain a professional tone throughout the email, ensuring the individual feels supported and empowered to make positive changes.

Key tips to consider:

  • Focus on facts and avoid personal attacks.
  • Offer solutions rather than dwelling solely on the problems.
  • Be supportive and show your commitment to their growth.
  • Set clear expectations and provide a realistic timeframe for improvement.