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Human Resources
Labor Relations
Corrective Action
Among the most challenging and important tasks a supervisor will encounter is managing employee problems that require formal corrective action. Just as it is the supervisor’s responsibility to recognize and reward good performance, it is also the supervisor’s responsibility to confront and correct poor performance or behavioral issues as they occur.
The Corrective action process involves using increasingly severe progressive steps to address performance and behavior problems. The purpose of administering corrective action is to formally notify the employee that he or she is not meeting attainable expectations and to give the employee an opportunity to improve. As a result, it is important for the supervisor to clearly identify the gap between what is expected and the actual performance / behavior exhibited. Ideally, if an environment of understanding has been established, the employee will be encouraged to renew his or her commitment to change and take responsibility for solving the problem.
After administering corrective action, it is necessary for supervisors to continue monitoring the employee’s performance and/or behavior and be prepared to recognize significant improvements as well as discuss any ongoing deficiencies. Following-up with the employee sends a message that the supervisor is serious and cares about the employee’s success. It also will increase the chances for improvement.
The information on this page will help provide you with the information necessary to make and implement sound decisions regarding corrective action.
A Few Words About Positive Corrective Action Corrective Action Forms
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