Performance or Incident Note

Take notes and provide feedback when an employee exhibits poor attitude, low performance, ...

Steps
9
Last edited
Mar 31, 2024
Created by
Nova

About this process

Take notes and provide feedback when an employee exhibits poor attitude, low performance, or has violated policies or team rules - and share your notes with the HR team.

The process in detail

9 steps
  1. 1

    Employee Attitude Observed During This Period.

  2. 2

    Supporting Documents.

  3. 3

    Employee's performance or incident note 👉#01.

  4. 4

    👉#01. Was this communicated to the employee?

  5. 5

    Employee's performance or incident note 👉#02.

  6. 6

    👉#02. Was this communicated to the employee?

  7. 7

    Employee's performance or incident note 👉#03.

  8. 8

    👉#03. Was this communicated to the employee?

  9. 9

    Additional Notes.

Read the full text
1. Employee Attitude Observed During This Period.

Overall evaluation of this employee during this open report period. Evaluate the key areas of unhelpful employee attitudes or results you have observed during this period. Only select the ones mentioned in this report. Select more as you add new notes.

Choose one or more
  • Laziness is often characterized by a lack of motivation, an unwillingness to do anything that isn't absolutely necessary, and a general sense of apathy. Often takes shortcuts or cuts corners.
  • Dishonest employees may try to cover up their mistakes, take shortcuts, hide progress or results, or withhold important information.
  • Arrogance: unpleasantly proud and behaving as if you are more important than, or know more than, other people. If left unchecked, it can even undermine the authority of the manager.
  • Assigned Duties and Tasks Are Not Taken Seriously: When employees treat their assigned duties and tasks as jokes. It can lead to s missed deadlines and general dissatisfaction with work.
  • Discrimination: Discrimination can take many forms, including race, gender, age, religion, and sexual orientation.
  • Bullying: Intimidating or undermining employees by demeaning their work standards, not giving them credit, setting them up for failure.
  • Spreading Rumors: If you hear someone spreading rumors, you should address the issue directly with the person involved.
  • Rudeness can take many forms, from interrupting others during meetings to talking over them in conversation.
  • Taking Credit for Other People's Work: It can create a feeling of mistrust and resentment among team members, and employees may become less motivated.
  • Unreliable Punctuality: An employee may be habitually late because they are not motivated or they don't respect the company's time policy.
2. Supporting Documents.

Add links, screenshoots, documents, etc here.

Upload files or add links
3. Employee's performance or incident note 👉#01.

Categorize feedback based on 🔴 problem areas, 🟠missed deadlines, 🟣 attitude, and 🟡 policies or team norms. For each feedback entry, provide detailed notes, including specific examples, dates, and any relevant context.

•💬Information — What’s the behaviour I observed that isn’t working for me?
•🥶Importance — Why is it problematic?
•💥Implications — If you don’t, these are the results I expect will happen, from not being able to work together to firing.
Write a note
4. 👉#01. Was this communicated to the employee?

Encourage an open dialogue about performance and emphasize the constructive nature of feedback. (If yes, add a date)

Make sure your feedback follows the following criteria:

•It's descriptive and non-evaluative: Be objective and suggest an alternative. Say: 🙂 "[This] has happened, and you have reacted like [that]. My goal was [this], and I think we can find a better way to do it." Don't say: 😑 "You did a bad job."
•Oriented to the problem and not to the person: Focus on the problems that can be modified and not on the people or their characteristics. Say: 🙂"How can we solve [this] problem." Don't say: "Because of you, we are not going to finish on time."
•Specifies and not global: Focus on specific events and say: 🙂"You have interrupted me three times during this meeting." 😑Don't say: "You always want to be the center of attention."

Keep in mind that feedback is a tool for continuous learning and to encourage employees to believe in their abilities and improve their performance.

Choose one
  • Yes
  • No
5. Employee's performance or incident note 👉#02.

Categorize feedback based on 🔴 problem areas, 🟠missed deadlines, 🟣 attitude, and 🟡 policies or team norms. For each feedback entry, provide detailed notes, including specific examples, dates, and any relevant context.

•💬Information — What’s the behaviour I observed that isn’t working for me?
•🥶Importance — Why is it problematic?
•💥Implications — If you don’t, these are the results I expect will happen, from not being able to work together to firing.
Write a note
6. 👉#02. Was this communicated to the employee?

Encourage an open dialogue about performance and emphasize the constructive nature of feedback. (If yes, add a date)

Make sure your feedback follows the following criteria:

•It's descriptive and non-evaluative: Be objective and suggest an alternative. Say: 🙂 "[This] has happened, and you have reacted like [that]. My goal was [this], and I think we can find a better way to do it." Don't say: 😑 "You did a bad job."
•Oriented to the problem and not to the person: Focus on the problems that can be modified and not on the people or their characteristics. Say: 🙂"How can we solve [this] problem." Don't say: "Because of you, we are not going to finish on time."
•Specifies and not global: Focus on specific events and say: 🙂"You have interrupted me three times during this meeting." 😑Don't say: "You always want to be the center of attention."

Keep in mind that feedback is a tool for continuous learning and to encourage employees to believe in their abilities and improve their performance.

Choose one
  • Yes
  • No
7. Employee's performance or incident note 👉#03.

Categorize feedback based on 🔴 problem areas, 🟠missed deadlines, 🟣 attitude, and 🟡 policies or team norms. For each feedback entry, provide detailed notes, including specific examples, dates, and any relevant context.

•💬Information — What’s the behaviour I observed that isn’t working for me?
•🥶Importance — Why is it problematic?
•💥Implications — If you don’t, these are the results I expect will happen, from not being able to work together to firing.
Write a note
8. 👉#03. Was this communicated to the employee?

Encourage an open dialogue about performance and emphasize the constructive nature of feedback. (If yes, add a date)

Make sure your feedback follows the following criteria:

•It's descriptive and non-evaluative: Be objective and suggest an alternative. Say: 🙂 "[This] has happened, and you have reacted like [that]. My goal was [this], and I think we can find a better way to do it." Don't say: 😑 "You did a bad job."
•Oriented to the problem and not to the person: Focus on the problems that can be modified and not on the people or their characteristics. Say: 🙂"How can we solve [this] problem." Don't say: "Because of you, we are not going to finish on time."
•Specifies and not global: Focus on specific events and say: 🙂"You have interrupted me three times during this meeting." 😑Don't say: "You always want to be the center of attention."

Keep in mind that feedback is a tool for continuous learning and to encourage employees to believe in their abilities and improve their performance.

Choose one
  • Yes
  • No
9. Additional Notes.

Add additional notes, or share information with the 👩‍🔧Manager or the 🧞‍♂‍HR team.

Add notes
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Created byNova·Official process
Last edited Mar 31, 2024·9 steps