: 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 .
How to Write Up an Employee: 11 Common Situations - BambooHR bd_102.zip
: Start with basic details such as the employee’s name, job title, department, and the date the write-up is being issued. : Provide a factual account of the behavior
: Gather any relevant evidence, such as witness statements or prior warnings, before the meeting. : Gather any relevant evidence, such as witness
: Explain how the employee's actions affected the team, the company, or the workflow.
: Clearly outline the steps the employee must take to improve. This should include measurable goals and a timeline for a follow-up review.
: State what will happen if the behavior continues (e.g., further disciplinary action) and provide a space for the employee to sign, confirming they have received the document . Best Practices