How to deliver a verbal warning as a supervisor manager. You must be able to conduct employee meetings, both positive and negative. If you conduct a verbal warning in an effective manner, the employee may leave the meeting feeling that you are giving them a chance to correct behavior that could hold them back from progressing with the company. Follow these steps: 1. First, prepare in advance. Document the problem and how the employee's action or behavior differs from the company standards. Ask yourself, is the employee aware of the company standards? Is there any written documentation which shows the employee is aware of the standard, such as an employment handbook acknowledgment? Are there any mitigating factors, such as business conditions or conflicting directions? Then, review the employee's file for prior documentation, i.e., ance appraisals or other documentation. 2. Second, establish an uninterrupted time and place for the meeting. Make sure you conduct the meeting in private, away from the eyes of other co-workers. 3. Third, get right to the point but ask questions in order to encourage the employee to provide an explanation or additional information. Let the employee talk about what is occurring or why their ance isn't meeting standards. This will help structure the next part of your discussion. 4. Fourth, obtain agreement about how their ance is going to improve. Reiterate the employee's importance to the team and then clarify your expectations so that there is no confusion on the part of the employee. 5. Finally, follow up with an email after your conversation. Follow up with a summary of the discussion in an email and send it to the employee. Ask them to confirm that they received and understood the same understanding. Then, print and place it in the employee's file. If it appears the employee is not serious about improving,...
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