The evaluation is a place to discuss successes and areas for improvement and for the employee to express personal and professional goals.
If this problem will not be dealt with immediately and accordingly, not only the business will suffer. This can even affect other members of the team. An employee who is not fulfilling his or her tasks or not complying with the rules and regulations stipulated in the employment contract is manifesting insubordinate behavior.
As a manager, the burden lies on you to rectify this unacceptable attitude, professionally and legally.
This is not an easy thing to do, though. By resolving this issue on its early stages, you can minimize the risks that can affect the performance of the group as a whole and the morale of the team. To help you in this aspect, here are the steps in coming up with an insubordination letter: Before you end writing a reprimand letter for the behavior of a subordinate at work, it is proper to set up a meeting with him or her to discuss the issue privately, without announcing it to the entire workforce.
This way, you can bring this up with the employee and hear what he or she has to say to clarify the issue without embarrassing the person.
If this fails, then you can go to t he next step.
Gather Facts Surrounding the Incident. Focus on actual facts and write down the dialogue that occurred in verbatim. There are some employees who can be competent in doing their tasks but can display behavior that is unbecoming especially if they are sometimes too complacent or comfortable with people at the office.
They may even be antagonistic and defensive when confronted about the issue despite others being present. Although it may be clear that you have an employee with an attitude, it is wise not to use this word in your letter. If there were people like colleagues or clients who witnessed and heard what transpired which led to insubordination, you can also ask them to give their accounts of the incident.
Include Company Rules on Insubordination. Itemize what policies have been broken by the concerned employee so he or she will be aware of the violations committed. It is important that the employee takes this matter seriously so the incident will be prevented from being repeated.
He or she should know what is expected of him or her to correct such behavior or perform the tasks on time and correctly. Consequences may be a suspension or at worst, termination. If an employee has poor performance or is falling behind deadlines, you can ask this person about what he or she intends to do in order to improve the quality of work or meet deadlines.
A time table is also crucial at this point. All of these should be included in the action plan the company expects from the employee. Point out the Good Qualities of Your Employee. Aside from stating the occurrences that lead to this disciplinary action, the consequences and the action plan needed to address the issue, do not forget to include the positive traits of the employee that have contributed to the team.
This will help in motivating your employee to improve and change for the better when it comes to his or her attitude towards work. After the meeting, ask the employee for clarifications and perhaps, refutations on the document.
If there is none, have it signed by the employee in acknowledgment that he or she understands what was written. In return, you should also sign the document as evidence that both parties agree on the facts stated in black and white.
Conclusion Employees are pillars of the business and their performance and behavior greatly contribute to the success and failure of a company. Moreover, business owners invest time and money to thrive in the industry.In the course of writing your thesis, one of the first terms that you encounter is the word variable.
Failure to understand the meaning and the usefulness of variables . How a Write a Warning Letter for Employee Conduct: Following Up Whether your employee responds positively or negatively to your warning letter can depend largely on how you handle the situation.
Whether your employee is chronically late or absent, doesn't do her job diligently enough, has conflicts with other employees or has any other chronic problems in the workplace, there may come a time when you have to "write up" that employee.
As a member, you'll also get unlimited access to over 75, lessons in math, English, science, history, and more. Plus, get practice tests, quizzes, and personalized coaching to help you succeed. Jan 31, · Train supervisors to be careful when writing up employees for disciplinary reasons. That’s because how they document discipline issues can cause problems if an employee files a lawsuit.
Mar 15, · When you disagree with an employee write-up, dispute the facts in writing, providing evidence to support your claim.