Has anyone here ever written up an employee?

no I was just an intern in college so I didn't have the power but I managed to be friends with everyone so this guy who used his title to get on my nerves made me decide to eventually leave but not before that I made sure to ruin this guys reputation cuz the hr was my bestie and his true colours needed to be seen bc he used to be the favourite before, the MD legit took all his prospects away and even changed his seating to the worst area lmfao

Paper trail, paper trail, paper trail. You should do the write up and place it in personal file every time you write them up. I would also not HR or the Personal department. Management should be notified immediately. If he does something bad and they have not addressed the issue they have a serious problem.

If mangement doesn't do anything you should document for yourself as a supervisor

There’s probably a, “Written Warning” PDF somewhere on line.

It’s best to have your issues spelled out in writing. Include the expected solutions to be followed daily.

Make it measurable.
Have witness to the conversation
Have it signed by the insane employee and the witness

Those are the keys anyway

I have and I have had to fire employees as well. Not pleasant but usually for the best.

Yup..,Keep things factual with all noted times and locations.
Be clear and concise.
In your closing report if you see fit or necessary your recommendation to resolve problem.

Carbon copy everything sent to all administrators or parties involved w /time and dates sent.

Keep records of everything for your own files.

Yes, you have to define the policy that was violated - if there's no policy, but it's a clear breach of reasonable workplace behavior you can cite that...

It's important to sate the consequence now - such as a probationary period, which if there's another breech - then the next action would be suspension....then another infraction would lead to dismissal....

Good luck, what a pain...why can't people just go to work...and work?....

I’ve never been in that paradigm. I’ve only had contract type work, my whole life.

First try not to think of them like buttholes.

Identify any key issues like “continues to be late.”

“Incomplete work assignment”

Just two or three line items and suggest actionable steps to correct behavior.

Finally have another work mate sit in on the meeting and each talk and if you all agree and initial, date and file it in his file.

If he doesn’t agree, then that’s fireable right there.

Have you asked a supervisor?

Human Resource Head show them the performance report and challenges you face with him/her. Reat is their call. Some employees just need a warning and they start doing good.🙂

You write a simple note. You list what they were supposed to do and you then list what they did. You list that this was brought up on this day at that time. Then you both sign it. End of write up.

Yes, I have. Be very specific about the employee’s short coming and what is expected in terms of improvement. Make sure you have a copy on file.

Stick mainly to the facts and try to speak in a professional but non-threatening tone. In this video if you fast forward to 1:15 it will demonstrate toe proper tone.

[media=https://youtu.be/V9AbeALNVkk]

I know there a formulaic handbook that most copy almost verbatim. The phrases all start sounding familiar

Just make sure the process is defensible if it happened to go to a higher authority

you hopefully have a trained HR person to help with this??

I can help

An HR has already answered.

Get another job

An employee can be dismissed for poor performance. If an employer or manager is unhappy with the performance of an employee, they should make the worker aware of their concerns and give them time to improve

Counselling at work is to help people identify the causes of work-related problems, such as poor performance. The employer/manager should not feel that they must identify and solve the causes of personal problems such as depression, alcoholism or marital problems for an employee

Do not expect improvement immediately or after one counselling session. An employee may need an adjustment period and probably some time to steadily improve. Employers/managers must also be committed to the counselling process and reward and recognise the employee's efforts to improve.

If the counselling doesn't solve the problem, an employer may have to formally discipline the staff member

Step 1 - Employees who are performing unsatisfactorily will be counselled so they understand the standards expected of them. They will be offered assistance and guidance in achieving the expected standards.

Step 2 - Confidential records of any counselling undertaken will be made. The employee will be shown and given a copy of the written records and will have an opportunity to comment on its contents. This can be done either in writing or orally. The record will only be placed on the employee's personal file when the employee has been given the opportunity of responding to the record and adding any notations regarding the contents of the record.

Step 3 - Employees whose performance or behaviour is unsatisfactory will be given adequate time to demonstrate a willingness to improve. If at the end of this period the employee shows no willingness to improve in the opinion of the employer, a final warning in writing will be issued to the employee. This notice will inform the employee in writing that disciplinary action up to and including dismissal may be taken if the employee does not cease the unsatisfactory performance or behaviour immediately.

Step 4 - The employer also has the right to summarily dismiss an employee for serious and wilful misconduct.

Step 5 - At every stage of the disciplinary process, the employee has the right to have another employee or union representative present as a witness.

A formal warning should be in the form of a letter to the employee. Hattingh says when writing the letter, you should:

Reference your verbal conversation and warnings and include all key dates.

Specify details of the areas where your employee is underperforming and always provide examples.
Reference the number of the warning letter.
Create an action plan and communicate dates that you plan to check-in with your employee.
Make it clear that another written warning could be issued or employment could be terminated if expectations are not met.
Reassure your employee that the warning is confidential.

It’s also best to set up a meeting with the employee to discuss the warning. “You should always discuss the specifics of the written warning letter with your employee prior to physically delivering it as it allows them to ask questions and clarify any issues or concerns before they receive and review it in writing,

Hundreds..HR here.

https://eforms.com/employee/write-up/warning/

I surpose it all depends on the labour laws on where you live, my advice is always deliver the argument in a very fair neutral way, once you have written something it could also be used against you because there are always two sides to a story, I always use meditation for dealing with problems in the workplace because that way you can allow the person to give their prospective on the situation and you can give yours, as a manager you can then understand the situation better and adapt.

I wish!

You need to state the offending behavior, where it goes against company policy (if you have no policy then you are in trouble). You need to explain the expected behavior and how they must conduct themselves going forward. You must then list what consequences are if it happens again. (2nd and last chances? ). You should form a plan to help the person such as training, counseling etc. Finally have them sign the form to say they have received the notice.

Do you not have someone in hr or a manager to assist?

I'm not hr or an attorney but you should should get professional advice if you'd unsure.

Make sure you document everything. The employee gets the letter and acknowledged it too.