Questions to ask the employee

• I noticed that you have been insert issue(s) (for example, leaving early, arriving late, calling off), Is everything okay? Can you share with me if there is anything preventing you from maintaining our attendance expectations?

• Ideally what would it take to improve in Insert issue(s)

Items/Actions  to consider 

1) Is this staff aware of the attendance policy?

• Have they signed a policy?

2) Have you communicated expectations, and is it documented somewhere about your communication on this expectation? 

• Have they received a previous verbal or written warning?

3) Is this employee struggling with personal issues that create a barrier to attendance (such as lack of childcare, caring for an elderly parent, going through a divorce or breakup, being evicted, having a sick or dying pet, or having a disability), and have they been provided with adequate resources to support their attendance? 

• Employee Assistance Programs

• A temporary modified schedule for 30 days, and reassess their circumstances. 

• Leave of absence (LOA)

• Bereavement (if applicable)

• FMLA (if applicable)

Questions to ask the employee

• I noticed you’ve been having issues with your coworker, for example, on insert date, time, and observable issues. Can you please tell me more about what happened? 

• I noticed that you seem to be on your phone during work hours. For example, when a customer entered the area, I observed that you did not greet or assist them. Can you share more about this so I can support you better? 

• I notice that the last three times you arrived at work, you were not in dress code. Do you need more clothing, or is there something I can do to help you with this? 

• I noticed that on insert day, time you yelled at the lead staff when they asked you to help fulfill an order. Can you tell me more about what happened? 

Items/Actions  to consider 

1) Is there a policy on professionalism, and have they signed it? 

2) Have you communicated expectations, and is it documented somewhere about your communication on these expectations? 

3) Would this employee do better with some type of resource or a change to their shift?

• A schedule change to ensure the employee works the same shift as a lead staff or supervisor and is not left alone.

• A scheduled change to place conflicting staff on separate shifts.

• A performance improvement plan (PIP).

• Re-training on professionalism/boundary setting/ performance expectations.

• A mediation meeting with the two parties that are not getting along.

• Weekly or bi-weekly meetings to monitor their progress.

Items to Consider: 

• Is the employee missing deadlines because they are waiting on other staff to send their part of the project? 

• Is this employee making mistakes because they are trying to figure it out alone instead of seeking help? 

• Is the employee overwhelmed or stressed by their workload and unsure where to start in getting back on track?

• Is the employee busy assisting other staff or departments, causing them to fall behind on their work?

• Does the employee need more tools to stay organized? 

• Does the employee need more adequate training on their job responsibilities to be set up for success?