Has anyone here ever written up an employee?
I need to write up an insane employee that I supervise but they're is no process in place. I have to figure that out. Any advice?
41-45, F
This page is a permanent link to the reply below and its nested replies. See all post replies »
SW-User
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,
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,
Lilliesandlight · 41-45, F
@SW-User than you so much, very useful! 😊