Many times managers address problems with employees, but forget to “tie it up with a bow.”
Poor documentation can take many forms. Perhaps the manager has a conversation with an employee, but does not send a confirmation email to confirm that conversation and future expectations. Or they will take some cryptic notes, but not formalize a message to Human Resources, so that HR can assess whether discipline is warranted. Or they issue a verbal reprimand, but never a formal Corrective Action Form. Either the documents written are too casual, or they lack facts, or they don’t clearly state what will happen if behavior doesn’t change. Or the disciplinary memorandum is drawn up, but never signed and entered in the personnel file. Or the documentation is not on file where future managers (or HR) can find it! The examples of documentation gone wrong are endless.
Proper documentation may not be glamorous, but it is important. That is why my colleagues recently organized a useful webinar on this. Check out the materials here, and the recording here.
In the meantime, be sure to prepare your employment documents (including text messages and emails) as evidence at trial, to be enlarged and shown to a jury. Does the message look professional? Do you clearly state what you need it for? Is it too emotional? If it’s not as good as it can be, fix it before you hit send.
If you’re going to wrap the gift, don’t forget to add the bow!
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Source: www.jdsupra.com