HRBP : Hi ABC , how are you doing? Is this a feasible time to talk?

Employee: Sure, what’s up?

HRBP: As you are aware, we at Gemini follow the 9 box rating which is governed every
quarter. It provides the time and space for colleagues to reflect on past projects, receive
feedbacks and set goals for the future. I wanted to talk to you about your recent
performance review feedback. Unfortunately, the evaluation has placed you in the bottom
10% of colleagues in your project.

( Scenario 1 ) – when colleague agrees with the feedback

Employee: Oh, is it. But I have worked hard how can I be in Bottom 10.

HRBP: I want you to know that we value your contributions, and we want to help you
succeed. To that end, we have developed a Performance Improvement Plan (PIP) to help you
improve your performance and meet the expectations of your role.

Employee: Okay, I understand.

HRBP: The PIP is a formal process designed to help you identify areas where you need
improvement and develop an action plan to address those areas. Your DC manager will work
closely with you to set achievable goals and provide the necessary support to help you
achieve them.

Employee: When will this start?

Manager: The PIP will begin on (start date) and will last for 3 months. During this time, you
will receive regular feedback and coaching to help you meet your performance goals. Failure
to meet the goals outlined in the PIP may result in your separation with us.

Employee: Hmmmmm

HRBP: I want to emphasize that participation in the PIP is not optional. We believe that with
the right support and effort, you can successfully improve your performance and meet the
expectations of your role.

Employee: Thanks for letting me know.

HRBP: Of course. I know this news may be difficult, but please know that we are committed
to helping you succeed. If you have any questions or concerns about the PIP or your
performance in general, please do not hesitate to reach out to me or your DC Manager.

( Scenario 2 ) – when colleague does not agrees with the feedback

Employee: Oh, is it. But I have worked hard how can I be in Bottom 10. I was never informed
about the expectations from me. Also I have faced XYZ challenges, and hence my
performance was considerably not at par with my potential.
HRBP: I want you to know that we value your contributions, and we want to help you
succeed. We have been informed that there have been multiple communications where you
were informed about your KRAs and also monthly feedbacks have been shared with you. I
would like to ask Mr. RM ( Reporting Manager ) to help us with the detailed feedback and
help you understand the parameters of evaluation in which your performance has not been
at par with the expectation within your capacity.

Manager: to share the feedback and highlight the instances or client feedback received on
the basis of which the colleagues has been identified as bottom 10% performer.

HRBP : I hope this clarifies, To that end, we have developed a Performance Improvement
Plan (PIP) to help you improve your performance and meet the expectations of your role.

Employee: Okay, I understand.

HRBP: The PIP is a formal process designed to help you identify areas where you need
improvement and develop an action plan to address those areas. Your DC manager will work
closely with you to set achievable goals and provide the necessary support to help you
achieve them.

Employee: When will this start?

Manager: The PIP will begin on (start date) and will last for 3 months. During this time, you
will receive regular feedback and coaching to help you meet your performance goals. Failure
to meet the goals outlined in the PIP may result in your separation with us.

Employee: Hmmmmm

HRBP: I want to emphasize that participation in the PIP is not optional. We believe that with
the right support and effort, you can successfully improve your performance and meet the
expectations of your role.

Employee: Thanks for letting me know.

HRBP: Of course. I know this news may be difficult, but please know that we are committed
to helping you succeed. If you have any questions or concerns about the PIP or your
performance in general, please do not hesitate to reach out to me or your DC Manager.