Employees need to maintain a level of standard in the workplace. This is understandable as the companies deal with different clients (both internal and external) on a daily basis. If employees do not comply with the standards set by the company, they will unfortunately have to undergo corrective action. If you are involved in human resource and is tasked by top management to create an employee corrective action plan, here are some examples to help you.
When you will be creating a corrective action plan, make sure to incorporate the steps listed below. You may combine, remove, or add the steps depending on the corrective action that you will be making.
As previously mentioned, the corrective action plan is based on the reason why the employee is underperforming. You cannot just give out an action plan to an employee who is ticking in all boxes when it comes to productivity, attendance, and teamwork. You may also see business action plan examples.
An oral warning is usually the first step in any corrective action plan. The attention of the employee is usually called by the human resource manager or his supervisor to discuss the problems being encountered by the employee. Make sure a separate time and venue is set for the oral warning to be discussed. You may also like sales action plan examples.
An oral warning should not be given to an employee in front of his coworkers, as this is unprofessional and completely embarrasses the employee, which will further see a drop in his performance.
After the oral warning, a written warning is given to the said employee if he is still encountering the same problems. A written warning encompasses that the employee is a repeat offender, or made the same error twice and does not entail a new offense that the employee has committed. You may also check out performance improvement plan examples & samples.
The third step in a corrective action plan is suspending the employee without pay. This is a result of the employee having failed to follow or correct the warnings given during the oral and written warnings. There is usually a time period for an employee to be suspended after being given both oral and written warnings. It is suggested that the oral and written warnings, and suspensions should be given at two- or three-week intervals. You might be interested in daily plan examples & samples.
If you want to be lenient, one-month intervals can be considered as long as the employee shows signs of improvement.
Reduction of pay within a class or position is often combined with suspension. After the employee returns to work after the suspension, his salary will be deducted.
Demotion of a lower classification is also often combined with suspension and reduction of pay. After the employee returns from his suspension, he will be demoted and his salary will be reduced based on the average salary employees receive on the position in which the said employee is demoted to. You may also see individual development plan examples & samples.
Employers usually dismiss employees after the suspension. It is reasonable as there is no reason keeping the employee after he commits the same mistakes over and over again.
But if you are very patient, you can always adjust the corrective action plan and incorporate the dismissal once the employee has been demoted and still fails to meet the company’s work standards. Keep the dismissal professional and send the dismissal letter to the employee via professional email or talk to the employee directly.
Preventing employees from undergoing corrective action is rather easy.
You just need to identify the cause of their poor performance or productivity. It can stem from one or numerous factors (for example tedious or repetitive work, personal problems with with coworkers or supervisors, inability to meet daily or monthly quota, issues with tardiness or absences, etc.). Once you are able to identify the root of the problem, you can now structure the corrective action plan. You may also see development plan examples & samples.
Employees who undergo corrective action never bodes well for any company. It hurts the company both short-term and long-term. An employee who undergoes corrective plan is an unfocused and unproductive employee, so a corrective action plan is the only solution to fix the employee’s problems. You may also like job plan examples & samples.
As previously mentioned, an employee who fails to meet the company’s standard on a consistent basis is detrimental to the sustainability of the company. All of the company’s business functions are all intertwined with one another, and even if a single individual fails to accomplish his workplace duties, he will be delaying the work of the other employees. The end result would be a delayed product or service and multitudes of irate customers. You may also check out advertising plan examples & samples.
Corrective action plans oftentimes scare employees as they feel they are already have one feet out the company door. Although this is partly true especially if they are underperforming, they still have a chance to improve their productivity. A corrective plan is better than being dismissed for no valid reason at all, as it shows that the company still values the employee even though he is struggling in the workplace. You might be interested in personal plan examples & samples.
Employee corrective action plans are needed for an employee to drastically improve his performance. If he still fails to improve after multiple warnings and suspensions, he will unfortunately be shown the door. We hope you found this article to be informative as you will be making your own corrective action plan and assist your employees improve their daily work responsibilities and tasks.