It should include clear steps for improvement and it should not focus on the individual but on the issue. Keep in mind that corrective feedback should be frank. Finally, you also have to spell out unambiguously what will happen if this particular employee should continue to breach the rules. At this stage, it is very important to just as clearly spell out what the correct behavior should be. Give clear examples of how you want things to changeīy now you have clearly informed the employee what he or she is doing wrong. Remember that such a statement might in the future end up as evidence in a court case, so make sure it adhere to the same standards of objectivity and factual correctness as the rest of the write-up. a supervisor or shift manager) include a statement from that individual in your write-up. If the issue or issues that form the basis for the write-up were raised by another staff member (e.g. If a worker is repeatedly found to be using social media during office hours, quote the company’s official smartphone usage rules and/or rules about the use of personal devices and social media while on duty. Refer to the company’s official attendance policy and quote specific examples of how many times this employee was late for work during a specific period. Don’t make any vague statements like “James is often late for work”. When you write up an employee, aim to be concise and precise. Back up your arguments by referring to company policies Sometimes using an employee write up form will help to keep things orderly, objective and unemotional. Rather say “James has been late with his monthly report 9 out of the past 12 months”. Make certain that you are not knowingly or unknowingly adding a personal spin or making it sound that you have a personal vendetta against the employee.įor example: do not say “James is lazy and always procrastinates”. Above everything else, stay with facts, remain calm and objective, and only address real issues. Refer to specific examples and quote dates and times. Clearly describe the issue or issues you have with the employeeĪddress the write-up to the specific worker in question and clearly describe his or her behavior until now. And if the write-up sounds like you were having an emotional outburst the argument might be raised that you were not objective. Should that worker eventually be fired and he or she files a wrongful termination lawsuit against your firm, you will have to share all documents you have on record about that person’s performance with the court. If the document does not clearly and objectively spell out what the employee did wrong and how he or she can correct the situation, it basically becomes worthless.Ī formal write-up will be filed in a worker’s personnel records. It is supposed to be a type of progressive discipline that provides the employee with tangible ways in which to correct his or her behavior. ![]() Don’t write up an employee while you are still upsetĪn official employee write up should never degenerate into a written outburst against that worker. If you don’t do this, they might in the future have grounds to take the firm to court if they end up being fired. Such a letter of reprimand will give them a fair opportunity to correct their behavior or shape up their performance. ![]() Never resort to writing up one of your workers before you haven’t first given them a verbal or (preferably) written warning. In the second place, it gives the firm an official paper trail that proves the correct procedures were followed. In the first place, the shock of receiving such a formal written warning gives the employee in question a severe jolt, a last chance to get their act in order before being fired. If someone persistently breaks the rules by, for example, not doing his or her job properly, coming to work late, or getting involved in conflicts with other workers, the time may come when you have no other choice but to write up him or her. Unfortunately, things do not always go to plan. The day someone is hired, everyone has high expectations of him or her becoming a top performer within the firm. Very few bosses like to write up an employee.
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