: Refer to your company’s internal protocols to ensure that the disciplinary action is consistent with past precedents.
: Clearly outline the steps the employee must take to improve. This should include measurable goals and a timeline for a follow-up review. bd_102.zip
: Gather any relevant evidence, such as witness statements or prior warnings, before the meeting. : Refer to your company’s internal protocols to
For a structured starting point, you can download customizable Employee Write-Up Templates or Counseling Forms to ensure no critical information is missed. : Gather any relevant evidence, such as witness
: Provide a factual account of the behavior or performance issue. Avoid personal opinions and focus on specific dates, times, and rules that were violated according to your company policy .
: Keep the tone neutral. Focus on the behavior, not the person.