Employee Write Ups: Do's and Don'ts for Documenting Employee Performance

Duration: 60 Minutes
In HR and as managers we are always advised to document, document, and document. But deciding what should be documented, how situations should be stated, what words to use, what to include or not and how not to can be tricky if someone has never been trained. Who sees the documentation and how it is used becomes trickiest of all. For many company documentation has been used to their detriment, whether deservedly or not.
Do's and Don’ts for Employees
Instructor: Teri Morning
Product ID: 509408
This webinar will cover best practices in documentation and worst practices. How to help your managers understand the importance of documentation is enough so that it will become a priority for them. We'll cover how to and how not to write, store, present and use documentation.

Objectives of the Presentation
  • Managing from Day One - Using the 4 tools of a manager; coaching, performance reviews, performance improvement plans and discipline
  • The 12 elements of quality documentation
  • The 12 elements of problematic documentation
  • Avoiding questionable timing
  • Words and phrases to avoid. What to do instead
  • Having the hard conversations and what to do when those conversations don't go as planned
  • What to do if someone is struggling doing their job for whatever the reason - having a process
    • What to do when an employee complains they are being managed or disciplined unfairly
Why Should you Attend
From a business perspective, training management employees how to write documentation and how to use the tools of employee development is undoubtedly the easiest and cheapest thing an employer can do to stave off unwarranted employment claims and to avoid losing valuable employees.

From an HR perspective, training managers of the basics of HR compliance can help to defend against a whole host of unwarranted employment claims, including those that often begin from miscommunication, misinformation, and mismanagement.

Even routine situations handled badly have the opportunity to blow up into suspicious explanations, hurt feelings, lowered productivity and worst of all, loss of talented employees.

Badly worded documentation and suspiciously timed administration is at a minimum problematic and at worst, hard to justify in employment claims. Inconsistent documentation, which may be just bad management practices, can cause employment claims from suspicious employees. Considering that writing ill-suited documentation and administering inconsistent discipline is generally carried out by managers who practice a host of other bad management habits; taken together the factors create a situation akin to a compliance powder keg waiting to explode.

Who will Benefit
  • Managers
  • Branch Managers
  • Store Managers
  • HR Generalists
  • HR Managers
  • Plant Managers
  • Management
  • Business Owners
Topic Background
Documenting employee problems is both the best way to avoid AND cause compliance problems in the workplace. What starts out as sound management practices, upon execution by untrained persons or those with an "agenda" can have disastrous effects for the company.

Delivered properly, good documentation - timely, factual, accurate and objective; can be beneficial in supporting employment decisions, counseling employees, turning around difficult situations and if need be, even supporting terminations. Good documentation can help avert problematic employment situations and turnover, unveil problematic managers and lessen employment claims.

Bad documentation can support employment claims and disengage talented employees to the point you lose those whom you don't want to lose.

Worst of all, accepting bad documentation allows unethical situations, bad managers (and their proteges) and demotivational employment practices to thrive; disengaging and driving out talent, all the while lowering productivity, creativity, innovation and supporting unsound management practices.

Using unsound documentation to generate documentation or sometimes even to cover up unsound management practices can turn a bad situation into a costly one in terms of both people and the business.
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  • Presentation handouts in downloadable PDF format will be updated on your OCP Account within 24 hours of the purchase of the product
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  • Please share your valuable Feedback at the end of the session
Instructor Profile:
Teri is the founder and President of Hindsight Human Resources.www.hindsightcloud.com
Teri Morning, MBA, MS, specializes in solving company "people problems." She provides HR department expertise to small and mid sized companies.
  • Teri also sources HR software solutions for incident tracking, employee relations, safety (Incident Tracker), compensation (Compease) and performance management (Performance Pro).
  • Twenty+ years human resource and training experience in a variety of fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit companies.
  • Teri has enjoyed consulting with employers on their problems and trained managers and employees for over 20 years, meeting and working with employees from all types of businesses.
  • In addition to a MBA, Teri has a Master's degree in Human Resource Development with a specialization in Conflict Management.
  • Teri was certified by the State of Indiana in mediation skills, and Teri is currently certified in Project Management and IT Management and qualified as a Myers-Briggs practitioner. Teri has held the PHR, SPHR, SPHR-CA and SHRM-SCP certifications.

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