LIVE ONLINE TRAINING COURSE
1 CEU HRCI | 1 PDC SHRM APPROVED
The absence of solid documentation is the single most common mistake employers make when handling employee performance, behavior, and discipline issues. Not properly documenting, or not documented at all, can hurt employers in several ways. Documentation can make or break a manager’s ability to discipline, terminate, fairly promote, reward, and recognize employees. Additionally, solid documentation will become an employer’s best friend when an employee brings discrimination or other employment-related claims against the organization.
Possessing a solid understanding of the do’s and don’ts of documenting employee performance, discipline, and behavior is an essential tool for managers and supervisors because they need to make a serious effort to effectively record all events in the employment history of their employees – both positive and negative.
The role documentation plays in investigations & lawsuits
If it isn’t documented, it didn’t happen!
Errors & pitfalls to be aware of when documenting employee performance & behavior
Steps to follow when analyzing discipline problems
How to handle employee disagreement with disciplinary and/or performance write-ups
What, When, How, and Why to document
Analyzing discipline problems
Types of documentation
Documentation examples: The good, bad, and the ugly!
Creating bulletproof documentation
Best practices & guidelines when documenting employee performance
Avoid these documentation errors
Subjective vs. Objective terminology
Tactics for providing effective feedback