Giving a Verbal Warning | Employee Warning Notice

How to Deliver a Verbal Warning
Learn to Give an Employee Verbal Warning
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As a supervisor or manager, you must be able to conduct employee verbal warning meetings, both positive and negative. If you conduct a verbal warning in an effective manner, the employee may leave the meeting feeling you are giving them a chance to correct behavior that could hold them back from progressing with the company.

Following these steps:
Prepare in advance for the employee verbal warning notice meeting
Document the problem and how the employee’s action or behavior differs from the company’s standards.Ask yourself; Is the employee aware of the company standards? Is there any written documentation which shows the employee is aware of the standard, such as an employment handbook acknowledgement? Are there any mitigating factors such as business conditions, conflicting directions that prompted the employee verbal warning
Then Review employee file for prior documentation (i.e. performance appraisals, other documentation, previous employee warning notice).

Establish an uninterrupted time and place for the employee verbal warning meeting. Make sure you conduct the employee warning meeting in private away from the eyes of other co-workers.

In the verbal warning meeting Get right to the point, but ask questions in order to encourage the employee to provide an explanation or additional information. Let the employee talk about what is occurring or why performance isn’t meeting standards. This will help structure the next part of your employee warning notice.

Obtain agreement about how performance is going to improve. Reiterate the employee’s importance to the team and then clarify your expectations that there is no confusion on the part of the employee during the employee verbal warning notice

Following up your employee warning or verbal warning meeting with an Email. After your conversation, follow up with a summary of the discussion in an email and send to the employee. Ask them to confirm they received and are of the same understanding. Then print and place in the employee’s file.

If it appears the employee is not serious about improving, you must take a firmer tone and say something like “This is important, because if you don’t improve, it could lead to termination. At this point I’m giving you a verbal warning which will be placed in your personnel file.”

If the conversation has been positive, you can say: “I’m glad we had this discussion, because I feel confident that you will be able to meet expectations going forward.”

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Verbal Warning Notice
Employee Verbal Warning Notice
Employee Warning Notice