How to Determine if Corrective Action is Warranted

Is Corrective Action is Warranted?

Employees mess up. They act out, violate policies, mishandle orders, behave rudely toward customers.

While not all issues require corrective action, others significantly impact your business, necessitating formal documentation.

How do you decide when corrective action is needed? There are two general occasions. When the employee:

  1. Continuously fails to meet expectations or
  2. Engages in gross misconduct

Following are examples of behaviors that should be addressed with corrective action.

  • Excessive tardiness or absenteeism
  • Recurring poor work performance
  • Low productivity
  • Dress code violations
  • Safety violations such as rule infractions, carelessness, risk-taking, and horseplay
  • Abuse or misuse of equipment and materials
  • Abuse of fellow employees
  • Insubordination
  • Violation of policy
  • Harassing fellow workers, customers or vendors
    (Note: Discrimination laws require that the company take prompt, effective, remedial action. Doing so protects your company from monetary liability.)

When determining the appropriate course of action, it’s important to consider the whole picture.

  • The severity of the behavior
  • The impact on your business
  • The employee’s history and performance
    • Has the employee been disciplined before? For the same action?
    • What’s their performance like?
    • How long have they been with the company? Are they a tenured employee with a stellar reputation or a new hire?

Rules of thumb:

  • Employees who are similarly situated should receive comparable penalties for offenses that are similar.
  • It’s not necessary for employees to receive identical penalties if relevant circumstances are not the same.
  • Significant differences in circumstances or situations can warrant different penalties.

It’s important to address performance issues as they occur. Doing so not only provides employees with information about their performance, it helps them change behaviors in order to meet expectations. Addressing performance issues also demonstrates to the entire staff that unacceptable behavior won’t be tolerated.

JuvodHR provides easy-to-use tools for providing performance feedback. The process begins with a job description, which is quickly developed from the JuvodHR jobs database containing over 14,000 job titles. Corrective action notices are tied to the job description, empowering managers to rate employees on their exact work. It’s advisable to use the same format for everyone and the standardized template provided by JuvodHR is ideal.

Stop negative behavior in its tracks. Address severe or repetitive behavior through a corrective action process. Provide prompt, effective feedback to ensure your products and services remain at peak levels.

Follow JuvodHR