How do you document bad employee behavior?
Describe the behavior or performance that must change (or that you want to continue). Describe the conduct, not the individual. Avoid making broad judgments using words such as “always” and “never,” which can be easily disputed by the employee's attorney. “It's these filler words that get us in trouble,” West said.
What are examples of performance issues?
Types of Performance Problems
Quantity of work (untimely completion, limited production) Quality of work (failure to meet quality standards) Inappropriate behaviors (often referred to as poor attitude) Resistance to change. Inappropriate interpersonal relations. Inappropriate physical behavior.
How do you document a performance review?
Your performance documentation should be direct and clear and reference stated expectations, preferably expectations expressed in writing, such as in an email (e.g., “Employee did not perform the task as directed and did not complete step six and nine as written in his project plan.”).
Explain clearly why the behavior or performance is a concern, including how it is impacting operations and other employees. Use direct and descriptive examples. Explain clearly the expected performance or behavior. Describe what will happen next if the performance is not corrected.
Syndeo utilizes a performance management report for its human resources clients. The one-page document details what happened with a performance issue, how it affected the employer, the expectations of the employee and the consequences for not meeting those standards.
State the specific date, day, time, and location of the incident. In addition to stating your presence and the presence of the person(s) involved directly in the event, state the names of any and all witnesses to the incident.
A performance issue is a failure to meet the basic requirements of a job. They are based on reasonable expectations of behavior and results as defined by a job description, performance objectives, policy and a firm's organizational culture.