Download Manager's Pocket Guide to Documenting Employee Performance by Terry L. Fitzwater PDF

By Terry L. Fitzwater

This step by step consultant might help you rfile and alter undesirable paintings behaviors sooner than they turn into matters resulting in termination. it's provided in a layout that's effortless to appreciate and practice. The advisor provides particular measures for actual functionality documentation that may guard your company opposed to discharge litigation.

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Extra info for Manager's Pocket Guide to Documenting Employee Performance (Manager's Pocket Guide Series)

Example text

Review disciplinary guidelines. What rules apply to the problem? See how the rules have been enforced over time. What precedent has been established? How have the rules been applied in similar situations? 33 Documenting Employee Performance ✓ ✓ ✓ Speak with others who know about the situation. Are there extenuating circumstances connected to the situation? What don’t you know about? Discuss the issue with any former supervisors of the employee. Is the problem repeat behavior? Document! Document!

Recognizing the need for discipline 2. Utilizing a four-step process 3. Working through the phases of discipline 4. Providing quality feedback We will look at each area in turn, covering the information you need in order to select the right approach to the problem at hand. 1. RECOGNIZING THE NEED FOR DISCIPLINE Let’s begin with a hypothetical situation. Jim, a manager in accounting, is proud of one of his 17 Documenting Employee Performance hires, Susan. She has been nothing short of excellent since he hired her 10 months ago.

She has been nothing short of excellent since he hired her 10 months ago. Jim decides she has performed so well, he’ll promote her to a new position. Two months pass, and now he wonders if the promotion was such a good idea. Her work has not been error free, and in accounting, perfection is a must. He can’t understand it. ” But her work hasn’t improved. He decides to meet with her again. Perhaps discipline is the answer. Here is how their conversation goes: Jim: Susan, I’m disappointed. You were coming along just great.

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