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  • Member You - Tracking an Employee's Success or Failure

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    When you have started any performance improvement plan with an employee, it is essential that you are doing your follow-up work in a timely manner.

    Once you have given your employee a memo or a probation letter with corrective actions that are needed and the corresponding deadlines, you need to mark your own calendar. When deadlines have been given, you need to be prepared to meet with the employee on each of those deadline dates to find out whether or not the corrective action has been taken and is up to your expectations. You must also document each

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    follow-up work in a timely manner.

    Once you have given your employee a memo or a probation letter with corrective actions that are needed and the corresponding deadlines, you need to mark your own calendar. When deadlines have been given, you need to be prepared to meet with the employee on each of those deadline dates to find out whether or not the corrective action has been taken and is up to your expectations. You must also document each

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    rective actions that are needed and the corresponding deadlines, you need to mark your own calendar. When deadlines have been given, you need to be prepared to meet with the employee on each of those deadline dates to find out whether or not the corrective action has been taken and is up to your expectations. You must also document each
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    es have been given, you need to be prepared to meet with the employee on each of those deadline dates to find out whether or not the corrective action has been taken and is up to your expectations. You must also document each
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    whether or not the corrective action has been taken and is up to your expectations. You must also document each follow-up meeting.

    When you have problems with an employee, you are putting things off and making the situation worse if you're not meeting weekly to discuss the issues' current status. Even if the deadlines are not weekly, you want to keep an eye on the situation.

    When a supervisor comes to me and says there have been continuing issues for months, as an HR person, I going to ask for specifics. I would not be happy to discover that a m

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