flow more smoothly when you can draw upon recorded evidence of an individual’s actions over the last six months or year. Each incident—positive or negative—should include a date, time and concrete description of what happened.
If you notice a lack of documentation in a worker’s file, use the next month or two to amass written observations. For critical material, check your organization’s policy regarding derogatory information. You may need to notify the employee of any negative documentation and allow the individual to comment on it. Employees often have the right to include their own commentary and attach it to your documentation.
Enlist your employees’ help. Ask them to document their own performance highs and lows and discuss them with you. By generating a fruitful dialogue now, you pave the way for an easierprocess later.
- 10 Secrets to an Effective Performance Review
- No adverse action? Then don't fear constructive discharge
- One wrong word can launch a lawsuit: Warn bosses about the danger of ageist comments
- Soaring gas prices offer opportunity for smart employers
- Under Texas law, do fired employees have a legal right to see their personnel files?