How to Document Poor Employee Performance
When you have an employee, you expect him to perform with a level of excellence. It is important to document poor employee performance. If the employee continues to fall short of company expectations, it may be in the best interest of the company to relieve him of his duties. However, to prevent termination from taking place, you can take measures to help him improve his performance ratings.
Other People Are Reading
Instructions
-
-
1
Document the level the employee is expected to perform. Notate the level the employee is actually performing.
-
2
Specify the exact area where the employee is performing poorly. For example, attendance, quality assurance, customer service or meeting deadlines.
-
-
3
Arrange a meeting to discuss with the employee her poor performance level and what the penalties are if the poor level is continued. For example, first written warning, second written warning and termination.
-
4
Obtain feedback from the employee to find out why he is performing poorly.
-
5
Document the date you met with the employee to discuss her poor performance. Also include any feedback the employee provided during the meeting to explain her poor performance. For example, the employee mentioned that she has been continuously tardy because she no longer has reliable transportation or she stated that she needs additional training.
-
6
Notate any "Corrective Action" steps the employer will take to try and help improve the employees performance. For example, retraining the employee on customer service procedures or retraining him on product knowledge.
-
7
Document the date the employee will be reevaluated to see if her performance level has improved. Ensure the employee understands the penalty that will be received if her performance does not improve.
-
8
Sign and date the performance evaluation. Have the employee also sign and date the performance evaluation to ensure that he understands what is expected of him.
-
9
Place a record of the employee's performance evaluation in her employee file. This will help you to keep track of her progress or lack thereof.
-
10
Reevaluate the employee's performance according to the date specified in Step 7. If the employee has not improved, execute the next penalty according to Step 3.
-
1
