10 Scripts Every Manager Needs for Tough Conversations
Sep 01, 2025
If you’ve ever dreaded having a tough conversation at work, you’re not alone. Managers avoid them all the time, but avoidance creates bigger problems. Performance dips, resentment grows, and in the worst cases, companies get sued.
The good news? Tough conversations don’t have to be so painful. With the right words, you can navigate them with confidence, protect your team, and strengthen trust.
That’s why I’ve created these 10 ready-to-use scripts every manager needs for tough conversations. Think of them as training wheels, they’ll give you the words you need until you feel confident building your own style.
Why Tough Conversations Matter
- Avoidance kills trust: When managers ignore problems, the team sees it and respect fades.
- Problems compound: Small issues turn into major headaches if left unchecked.
- Growth happens here: Employees remember how you handle tough moments more than the easy ones.
Scripts don’t make you robotic. They give you a solid starting point, so you’re calm, clear, and professional when the stakes are high. Eventually through experience, you'll gain the confidence to navigate these conversations without a script, but for now utilize it and tailor it to your own voice.
10 Must-Have Scripts for Managers
Each script is short, direct, and adaptable. Use them as a framework, not a word-for-word script if it doesn’t feel natural.
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Addressing Poor Performance
Script:
“[Employee], I want to talk about your recent performance. I’ve noticed [specific issue]. This doesn’t meet expectations, and I want to understand what’s getting in the way. Let’s make a plan together to get you back on track.”
Why It Works: It’s direct, specific, and collaborative instead of accusatory.
- Giving Constructive Feedback
Script:
“You’re doing well in [area], but I’ve noticed [specific behavior] that needs improvement. Here’s why it matters: [impact]. I know you can improve this, and I’ll support you along the way.”
Why It Works: Balances praise with correction and explains the impact.
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Correcting a Behavior Issue
Script:
“[Employee], I need to address your behavior in [situation]. It was disruptive and doesn’t align with our expectations. Moving forward, here’s what I need to see. Can I count on you to make this change?”
Why It Works: Clear boundaries without shaming. Ends with commitment.
- Acknowledging Your Own Mistake
Script:
“I want to own a mistake I made. In [situation], I should have handled it differently. I’m correcting it and learning from it. Thanks for holding me accountable.”
Why It Works: Models accountability and earns respect.
- Delivering Bad News
Script:
“This isn’t an easy conversation. I need to let you know about [layoff/promotion denial/budget cut]. I know this is disappointing, and I’m here to answer your questions and support you as best I can.”
Why It Works: Honest, empathetic, and avoids sugarcoating.
- Handling Conflict Between Team Members
Script:
“I’ve noticed tension between you and [other employee]. It’s affecting the team. I’d like us to work through this together. Let’s each share what’s happening and find a way forward.”
Why It Works: Neutral and constructive, focusing on solutions not blame.
- Responding to Complaints About Another Employee
Script:
“Thanks for bringing this to me. I take it seriously, and I’ll look into it. I can’t share details of any actions taken, but I will make sure it’s addressed fairly.”
Why It Works: Validates concerns without gossiping or making promises you can’t keep.
- Talking About Career Development
Script:
“You’ve made great progress in [area]. Where do you see yourself growing next? Let’s talk about opportunities here and how I can support your development.”
Why It Works: Encourages growth, puts the employee in the driver’s seat, and shows investment.
- Setting Boundaries with Your Team
Script:
“I value your dedication, but I also need to set some boundaries. I won’t be available after [time] unless it’s an emergency. This helps me stay effective for the team long-term.”
Why It Works: Professional, clear, and models healthy balance.
- Holding an Employee Accountable After Warnings
Script:
“We’ve talked about [issue] before, and I haven’t seen the improvement needed. This is serious. If it doesn’t change, we’ll have to move forward with formal action. Can you commit to correcting this now?”
Why It Works: Draws a clear line, sets consequences, and gives the employee one last chance.
Tips for Using Scripts Effectively
- Make it your own: Use these as a framework, not a script to memorize.
- Stay calm: Your tone matters more than your words.
- Listen as much as you talk: A script opens the door, but the real value comes from listening.
- Be direct: Get to the point and don't dance around the subject trying to soften the blow or explain away your thought process. You can turn a 5-minute conversation instead a 15-minute nightmare. People will appreciate your honesty and directness.
Final Thoughts
Tough conversations don’t have to derail your confidence or your team. With the right words, they can become turning points, moments where trust deepens and performance improves.
👉 Want more ready-to-use tools for managers? Download my free guide, The First 30 Days: Manager Survival Guide, and build a foundation for success in your role.