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Section : After the meeting
Domain : Human Resource Management
Classification : Not Identified
Text Content
- □ Confirm the outcome of the meeting in writing and invite the employee to respond. Include:
- What was discussed (including any issues raised by the employee).
- What the employee needs to do to improve their performance.
- Any support or assistance you'll provide.
- Whether a verbal or written warning was, or will be, issued.
- What will happen next if the employee's performance doesn't improve.
- □ Keep thorough notes of the meeting and copies of any letters, emails or warnings, and sign and date these documents. Ask the employee and any witnesses to do the same. If the employee refuses, make a record of the refusal.
- □ Give the employee a reasonable period of time to improve their performance (typically 6-8 weeks).
- □ Regularly check-in with the employee over that period to discuss how they're progressing.
- □ Formally meet with the employee again at the end of the period to review their performance.
- □ If the employee's performance has improved enough, close the process. Follow up in writing and clearly explain that they must maintain the improvement.
- □ If the employee's performance hasn't improved, consider taking further action.