Being a business owner or manager has its own share of challenges, and one of the most uncomfortable tasks — even for experienced managers — can be having to confront a staff member when they’re not performing to the standards you expect.
Recently, we got a call from a Way We Doer who runs an auto mechanic workshop. He had to manage an issue with a staff member, and wanted to get some help with a process for approaching the inevitable conversation he’d have to have.
So we created an Employee Corrective Action Plan template. The template outlines a step-by-step process for meeting with your team member, incorporating decision flows, space for both the manager’s and employee’s statements, and a list of corrective actions to help address the situation and get things back on track.
Meeting the challenge
When you set up your meeting, make sure your team member understands the goal you want to achieve from having the meeting — that is, helping them overcome whatever challenge they may be experiencing, and developing a solution together. As much as possible (and depending on the severity of the infraction, and previous behaviors), try to set the meeting up in a positive light. It may be nerve-wracking and uncomfortable for both of you, but if you have a positive end in mind, it will help you overcome whatever natural awkwardness and discomfort you may feel.
Finding a comfortable, neutral space for your meeting where you won’t be disturbed will also help diffuse any tension. And above all, make sure you have privacy — no one else should be able to hear what you are both discussing. Ideally, you’ll be sitting next to one another, rather than across a table, with your computer or device close by. Show your employee the Employee Corrective Action Plan template, and let them know you’ll be working through the process together. Explain that they’ll have a chance to record their statement as part of the process, and that you’ll discuss appropriate corrective solutions together.
Once you’ve worked your way through these steps, the process closes out with the employee’s and the manager’s acknowledgement of what was discussed and what was agreed as course of action from here on.
Don’t get stuck. Get good advice.
Depending on the circumstances or severity of the staff member’s infraction, you may want to get advice from your legal or human resources advisers (or both) to make sure you aren’t infringing on any workplace laws or regulations, or employment contract conditions. Different jurisdictions have different workplace laws and regulations they must comply with, and if your business operates over multiple locations, these may vary. If you’re not 100% sure, get good advice before you meet with your team member, to make sure you have all the information you need for a successful outcome.
Getting your template up and running
Watch our video preview to see how the Employee Corrective Action Plan template works, and how it could help you.
If you’re a Way We Do subscriber, this template is available to you upon request, so if you’d like us to add it to your account, simply email firstname.lastname@example.org.