The problem is that this becomes more difficult the more unpleasant the topic is. If you have to talk with somebody because there was a complaint about them, and you send the invite "Re: X project issues" because that's where the original complaint originated from you end up in the same situation - that was what I was trying to say in my OP, because then people will say again that it is too broad and anxiety inducing. If you are upright "Re: Complaints about your behavior in project X" you get the employee all riled up and panicking, potentially overreacting and not getting any rest until the meeting actually happens
EDIT, NB: E-mails are typically archived and have to be produced in case of a litigation, or could be requested by HR. You might be fully on the side of your employee and don't want keep an explicit record of this as it might be misconstructed ("Well there were records that XXX misbehaved before" etc)
> If you have to talk with somebody because there was a complaint about them, and you send the invite "Re: X project issues"
I see your point. But in that case, wouldn't it be "Re: HR issue" or somesuch?
> E-mails are typically archived and have to be produced in case of a litigation, or could be requested by HR.
True. I may be weird, but I count this as a plus. I want a paper trail for everything -- so if I have an important verbal exchange, I will always send an email to the person restating what I took away from it.
EDIT, NB: E-mails are typically archived and have to be produced in case of a litigation, or could be requested by HR. You might be fully on the side of your employee and don't want keep an explicit record of this as it might be misconstructed ("Well there were records that XXX misbehaved before" etc)