It is important to record your observations and discussions as factually as possible. There are special legal considerations when documenting employee performance, so consult your human resources manager or internal legal team. If you don't have such a resource in your organization, you could consult a lawyer who specializes in employment law. This is especially advisable when an employee's performance is beginning to suffer or if you are planning to terminate an employee.
When documenting employee performance (positive or negative), include the following:
- Date
- What you observed
- Supporting data (reports, other people's feedback)
- Impact on your team and organization
Do not trust your memory; write it down. Keep the tone in your documents neutral and do not include anything that you would not be comfortable testifying to in a witness chair. Be especially careful to avoid using characterizations.
No comments:
Post a Comment