HRprovidescoachingSupervisorAwarenessof their ownResponsesSupportEmployeesHR &SupervisorCheck-insFightingonFacts...No No NoDifficultConversationsbecomenormalEvaluationof job fit andperformanceUsesilence toyouradvantageNot surewhat to donext? Callthe helpfulfolks in HR!ActionStepsStick totheScriptNotdisciplinarySupervisorsare RoleModelsHRPartnershipPerformanceImprovementPlanTool fortheemployeeGoalSettingPositivelyPIPTimelines forImprovementSupportSupervisorsUseful inProbationaryPeriodsWhen is aPIPappropriate?PerformanceConcernsRedirecttheblameNot goinggreat?Don't wait!Supervisor&EmployeeCheck-InsFeedbackis yourfriendHRprovidescoachingSupervisorAwarenessof their ownResponsesSupportEmployeesHR &SupervisorCheck-insFightingonFacts...No No NoDifficultConversationsbecomenormalEvaluationof job fit andperformanceUsesilence toyouradvantageNot surewhat to donext? Callthe helpfulfolks in HR!ActionStepsStick totheScriptNotdisciplinarySupervisorsare RoleModelsHRPartnershipPerformanceImprovementPlanTool fortheemployeeGoalSettingPositivelyPIPTimelines forImprovementSupportSupervisorsUseful inProbationaryPeriodsWhen is aPIPappropriate?PerformanceConcernsRedirecttheblameNot goinggreat?Don't wait!Supervisor&EmployeeCheck-InsFeedbackis yourfriend

WHAT DID HE SAY? - Call List

(Print) Use this randomly generated list as your call list when playing the game. There is no need to say the BINGO column name. Place some kind of mark (like an X, a checkmark, a dot, tally mark, etc) on each cell as you announce it, to keep track. You can also cut out each item, place them in a bag and pull words from the bag.


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  1. HR provides coaching
  2. Supervisor Awareness of their own Responses
  3. Support Employees
  4. HR & Supervisor Check-ins
  5. Fighting on Facts... No No No
  6. Difficult Conversations become normal
  7. Evaluation of job fit and performance
  8. Use silence to your advantage
  9. Not sure what to do next? Call the helpful folks in HR!
  10. Action Steps
  11. Stick to the Script
  12. Not disciplinary
  13. Supervisors are Role Models
  14. HR Partnership
  15. Performance Improvement Plan
  16. Tool for the employee
  17. Goal Setting
  18. Positively PIP
  19. Timelines for Improvement
  20. Support Supervisors
  21. Useful in Probationary Periods
  22. When is a PIP appropriate?
  23. Performance Concerns
  24. Redirect the blame
  25. Not going great? Don't wait!
  26. Supervisor & Employee Check-Ins
  27. Feedback is your friend