Online Events For Landscapers!
With GIE+EXPO cancelled, virtual education and product launches are filling up the fall. Check out dates for Caterpillar, Exmark, NALP, and more. Click here to learn more.
Nice job with your behavioral coaching sheet. I would recommend that you give aplace for the employee to explain or describe his action and I would insist that the employee create an measurable action plain that you can follow up with him regarding his behavior.
This is a pretty good form. The only thing I would change is adding a place for the employee to sign.
I have been out of the biz for three years next week, but I am a manager in a major manufacturing facility. I have an employee that will be released Thursday at 2:30 ( he does not know this yet ). We ALWAYS have the employee sign any documentation that is disciplinary in nature. Only CYA. I have 87 employees that I lead daily, without proper documentation it would be a nightmare.
I left the manufacturing world where every little thing had to be documented for a reason. It is my company and I do not document write ups. I have an adult conversation with my folks and they can decide whether or not they respond to it. I they do great , end of story, if not there are other jobs out there waiting for them. I am very clear about what my expectations are and I take excellent care of my employees. They are paid anywhere from 15% to 25% over market rate in this area and we have a full medical/dental/vision plan that is funded through the state at a cost of only $50.00 per month to the employee. To me I work hard to make my company a success and I expect them to do the same. My company has been in my family for almost 30 years and when I was working in the field I don,t remember my Grandfather or my Dad writing me a development plan. All I got was a smack across the back of the head and some quality advice like "get your head out of your *** and get this done." Worked for me. LOL