This is the second in a series of articles that identify the top ten problems for supervisors. Loren L. Braverman, Esq. formulated this list. These employees do not have a constitutionally protected property interest in continued employment. Managers should refrain from making assurances, guarantees, or promises that may bind them with probationary or unclassified employees. Managers who never constructively evaluate employees create problems for themselves should they wish to discipline for performance problems later.
Appraisals are the perfect opportunity to document employee shortcomings and areas for improvement.
Managers who perceive a problem but fail to address it by remaining silent may be committing sins of omission. Human Resources will conclude that a lack of written evidence of disciplinary counseling means that the counseling never took place. Coaching and counseling should forerun written discipline and should continue throughout the disciplinary process. If you need assistance dealing with any of these problems, call Human Resources. Last month's hypothetical about an employee with odor problems highlights a difficult issue to address.