Individual Consultation Meeting Script and Record
A meeting-by-meeting script for managers, with prompts, phrases that work, phrases to avoid, and a record form for each conversation.
A meeting-by-meeting script for managers, with prompts, phrases that work, phrases to avoid, and a record form for each conversation.
When to use it
For every individual consultation meeting — the first, the scoring feedback meeting and the outcome meeting.
How to run individual consultation meetings well
Individual consultation is where a restructure is won or lost in the eyes of the people going through it. The legal test is whether the consultation was genuine and the employee had a real opportunity to influence the outcome. The human test is whether they were treated with respect. This script and record supports both.
Three meetings, three purposes
The first meeting explains the proposal, the pool and the process, and invites the employee''s views on alternatives to redundancy. The second gives feedback on selection scoring and allows the employee to challenge it before anything is confirmed. The third confirms the outcome — but only once consultation is genuinely complete and the representations have been considered.
Using a script without sounding scripted
The prompts exist to keep managers consistent and to stop them straying into promises or personal opinions under pressure. They are not to be read aloud verbatim. The most important sections are the open questions: what alternatives the employee can see, what other roles they would consider, and what would make the process easier for them.
Recording it properly
Capture what was said, what was asked and what was agreed, and note any adjustments required. Where the employee challenges a score, record the challenge and the response — and go back to the Scoring Moderation and Equality Impact Check if a challenge has merit.
Redeployment in every meeting
Suitable alternative vacancies should be discussed at each meeting, not raised once. Keep the Redeployment and Suitable Alternative Vacancy Tracker open in front of you. Our guides cover the coaching side too — how managers hold these conversations without either over-promising or shutting down.
