Documenting Performance Problems (continued)
Make documentation open and available for your employee to see. Don’t keep a hidden file or secret notes. Letting the employee know what is being documented can motivate change rapidly.
Record positive information about your employee when documenting job performance problems. More than likely, there are positive aspects of performance that exist. Know what they are and refer to them. This will help you appear as an objective supervisor if your documentation is ever questioned during appeals, grievances, or legal proceedings.
An employee may transfer to another part of the organization when having difficulty with performance. The motivation may be to avoid the consequences of ongoing performance problems. Transferring to another part of the organization to avoid confrontation is sometimes called “making a geographic cure.” Consider whether circumstances make it appropriate or helpful to transfer documentation to the new supervisor.