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Frequently Asked Questions Employee Relations

I've never had to counsel an employee before. What kind of information is worth putting into "supervisory" notes?

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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