From the HR Support Center: How quickly do I need to write up an employee for a performance issue?

From the HR Support Center: How quickly do I need to write up an employee for a performance issue?

We recommend addressing the performance issue with the employee as soon as possible.

First, feedback is more effective the more quickly it’s delivered. Waiting to provide feedback increases the likelihood that the employee won’t remember what they did wrong and that they may make the same mistake again.

Second, waiting to provide feedback risks sending the wrong message. The employee might feel that their mistake wasn’t that big of a deal since you waited so long to address it. Worse, they might associate their being disciplined with something else they did more recently—like bringing up a safety concern, reporting harassment, or using sick leave or FMLA.

That said, there are legitimate reasons to wait before disciplining an employee. If the employee went on leave immediately following their performance mistake, for example, you would usually want to wait until they returned to work before addressing the issue. You might also need to wait on any disciplinary action if the incident requires an investigation to determine what actually happened.

The HR Support Center is a service offered to Payroll Partners clients, and provides access to exclusive, industry-leading HR tools and resources, for just a few dollars a month. From employee handbooks, job descriptions and other commonly used HR documents, to up-to-the-minute law alerts, easy-to-understand state and federal law libraries, and unique training videos, the HR Support Center will help you effectively manage your HR compliance and employee relations needs.

Original content by the HR Support Center.  This information is provided with the understanding that Payroll Partners is not rendering legal, human resources, or other professional advice or service. Professional advice on specific issues should be sought from a lawyer, HR consultant or other professional.