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One of the most important things to remember in taking notes is to
date them so they reflect when you met with an employee or when you
noted a particularly good or bad instance of performance. Keep track of
specific examples of poor performance on work assignments. Doing so
will make it easier for you to explain what's wrong with the employee's
performance through the use of examples. Note how you expressed your
performance expectations and how the employee responded to the
counseling. Once an opportunity period (see Step Two for
an explanation of an opportunity period) has begun, you will need to
make notes of all routine meetings with the employee. In addition, you
may need to keep a record of when assignments were given to the employee
and what instructions were provided.
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