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Initial employee write up form

hi everybody you're watching talent talks brought to you by sama software a series where we give guidance and tips to help your leaders become better coaches to the people hi I'm Tim Sackett HR expert and in this episode I want to talk to you about what do you do when you have to write up one of your employees for performance issue so I'm gonna start right in and I'm gonna first assume one thing I'm going to assume that this isn't the first conversation you're having with that employee if it is oh this is a problem and we need a whole series of episodes just to talk about that because we know at this point we're gonna have constant feedback around performance with our employees so if this is the first time we're having this conversation it better not be the first time that you're writing them up and having this first conversation because that's a gotcha and we don't want to have gotchas as leaders so the other piece of this is that we've been told for a decade now that our employees want more feedback it's a little bit of a lie our employees don't want more feedback they don't want at least they don't want more critical feedback what they want to be told is I'm a rock star hey Tim you're a rock star this is great you're still wonderful we love that kind of feedback don't you I love that kind of feedback I know you love that kind of feedback we all love positive feedback when we're giving critical feedback it's a shot to our gut it's a shot to our ego and it's not something that we take very well so you have to already have kind of built in some of those deposits along the way by by going there so now I have to have a performance conversation about a bad performance that need to stop and we need to change and we need to change it right now and it's gotten so bad that I'm gonna have to write you up so that conversation is pretty actually pretty easy it's pretty quick you want to be very concise you want to have it be shortened to the point about exactly what's going on you don't bring in a lot of other stuff you have examples specifically and if you don't have them you get them from peers you get them from the work environment but make sure you have those and then you have them signed and you have them agree to a performance that's going to change and what's going to change specifically and what that's going to be and then that's it you move on you go this isn't this isn't a debate this is I've witnessed this I'm your boss and this has to change and we're gonna move on and then I give them about 24 hours I want to separate a performance conversation versus a coaching conversation I don't want to confuse the two performance conversation is quick it's to the point if this is wrong it needs to change and here's one that needs to change and that's it no debate a coaching conversation is let's talk let's talk about this how can I help how can I make this better for you and let's really dig into this because your success is what I'm really concerned about and I want to make sure I want to help so that's the performance conversation when I have to write somebody up that I want to have I want to have it be clear concise short to the point this is what it is it has to change no debate and then later on come back and have a coaching conversation after the sting is worn off of that critical feedback that they've got they've given so I hope you enjoyed this this episode if you did give me a thumbs up in the in the comments down below leave a comment give me your example of what you do how do you handle that when you have to separate those two things I'm a coach all day long I'm helping my employees but now I got to be the be the person that comes in and lays down the hammer it kind of goes it's in congruent to what we usually do so leave that comment thanks for Saba software for allowing us to do this and check out more talent talks next time