Up next in Business Communication (24 videos)
Sharpen your business communication skills with this Howcast video series.
You Will Need
- Company handbook
- Meeting time
- Documentation of the warning
Review written policies
Review your company's written policies regarding what behavior is unacceptable and the established protocol for delivering the verbal warning. Make sure you have all the rules fresh in your head before talking to the employee.
Inform the employee
Advise the employee of the nature of the meeting you are calling, which should be held in private. When employees know they are meeting to discuss their shortcomings they don't feel ambushed -- and they have the opportunity to collect their thoughts or refute incorrect claims.
Nail down the details
Be specific about your concerns regarding the employee's work performance or behavior. For instance, instead of saying "Your tardiness is an issue," say "You've been at least 15 minutes late three times this month."
Set a goal
Give your employee clear directions for how to improve to avoid any further disciplinary actions. For example, say "You must be at your desk by 8 a.m. everyday unless you've made previous arrangements to take time off."
Put it in their file
Record the fact that you delivered a verbal warning and the date it was given. Give the employee a copy and place a copy in the employee's human resources file. Clearly state the nature of the misconduct and what the employee must do to remedy the situation. Consider developing standard templates for issuing both verbal and written warnings that supervisors can use when the need arises.
Keep an eye out
Watch for signs of improvement from the employee, or even for hints of rebellion. That way you'll be ready to deliver positive reinforcement for employees who've turned themselves around -- or take the next disciplinary step for those who haven't.