It is a good idea to have a clear employee discipline policy- including a methodical sequence of warnings and consequences-and to follow that exactly for all of your employees. The usual progression for employee discipline starts with a verbal warning, moves to a written warning, and ends with a final written warning before termination.

If problems persist, you will have a record of past issues and attempted resolutions in your personnel files and can use this information to suspend or terminate the employee. A clear explanation of the issues will minimize confusion, misunderstanding, and error, and will reiterate both your company’s expectations and the consequences of not rising to your organizational standards. It must provide specific details about the problem (including examples, dates, names, and witnesses, where available) and explain the consequences of continuing violations or infractions.Īlthough it can be uncomfortable to discipline an employee, problems do not always resolve themselves: early written warnings increase the odds that changes will be made and job performance will improve. If you are dealing with a poorperforming employee, a written warning is a good starting point for correcting that behavior.Īn employee written warning is simply a memorandum to a member of your staff, explaining that his or her job performance has been unsatisfactory. Conversely, poor employee performance or behavior can lead to a decrease in product quality, customer satisfaction, and commercial success. Employees are some of the most valuable resources that a company has, and can contribute substantially to the success of a business.

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