Sometimes I really hate being a boss. For those of you that are over people, how do you deal with writing up someone?

[Jenngirl00]

[ChrisMaster69]

Agreed it’s hard,

I’m a Technical Director and it means I have managers to write up in addition to my own team..

I've shifted a few people out of the various teams elsewhere, option was dismissal or move out of my groups.

It’s important to separate your personal feelings from professional ones.

When I was in Air Force I had to charge friends for doing stuff as I was their superior and it sucks, but we just got on with it.

I really don’t like doing write ups or getting rid of people however it needs done for rest of team harmony and keeping on top of things.

first off make sure everyone know that there is a professional you as the Boss and a personal you the person.

then make sure rules, standards are clear both companies and yours.

Taking someone to the side and having a brief quiet word is best approach for a one off.

A repeat, call them out more in Public, this puts them on defensive and shows to others what you mean about being the Boss.

Then it’s sit down in office with them and explain this is final chance, you are protecting them only so far, after this it’s formal HR involvement.

then if it’s again, choices are straight to HR, or another manager or your Boss depending on how approachable they are. I’ve had managers come to me so I can have a chat with one of their team members.

Once Har is involved they should have a manager advice pack on this, if not give them a slap.

It now gets a bit detached and legal, as you are giving a formal write up, again professional Boss and not personal you.

The write up normally goes to them and HR.

where possible I will always argue against a dismissal unless really warranted it.

if it’s serious, such as sexual harassment, then they are walking out of door that morning on gardening leave until we resolve.

if it’s clear witnessed violation, then we have instant dismissals in place, which is usually me grabbing their lap top and security kicking them out of building or calling police.

Lol bit long 😂

[abc3643]

Like a legal document.

However, first, you need to talk to the employee about the behavior. (And record the date and time so you don't forget.) (*)
If the employee did not atone and correct the behavior, THEN you write them up.

That means you:

1. Record that the person involved is being reported for violating ______________ (what DOCUMENTED corporate policy). Let's say the person is "Bob" and say Bob is violating "CP123: Company Policy 123". Using the analogy of police, this is like "What is the perp (Bob) charged with (Violating CP123)?"

2. Identify the specifics of what Bob has done - the behavior or actions that are unacceptable for the job or workplace because it violated CP123.


3. If you can, provide evidence of the employee doing it - especially if there is a pattern of behavior and not a one-time event. It may be that the only evidence that you have are witnesses, so...

4. If you know of any witnesses of Bob's actions or behavior that violate CP123, consider adding them to the write-up but talk to them about it first. In essence, these people are like witnesses in Bob's "crimes" and their testimony makes this not devolve into a "he said / she said", but that there is real substance here that Bob did something wrong.

5. Provide documentation that you spoke to the employee about this first before this write-up and mention what you said to Bob and how he responded. (*) Often, when an employee makes a mistake, it is due to ignorance - especially if the employee is young and inexperienced. So, for most "crimes", you have to cut them slack for the first offense, but discuss it with them so they can learn.

6. (Optional) Suggest disciplinary action, e. g., demotion, suspension, termination, etc. You don't have to give a specific disciplinary action; HR will usually suggest what to do.





(*) Often, when an employee makes a mistake, it is due to ignorance - especially if the employee is young and inexperienced or immature. So, for most "crimes", you have to cut them slack for the first offense, but discuss it with them so they can learn. You spank them AFTER that...

[ohshee]

Okay first of all don't ever use that word boss don't ever use the word supervisor because people who work under you will hate you what you need to figure out is how to become a leader not a box not a supervisor because they don't know anything become a leader be a teacher be a goal setter teach people how to take over your job in time don't ask anybody else to do something you're not willing to do or that you know nothing about become a leader if you know how to lead people will follow you off of a cliff but when you are a boss or your supervisor then you think you know everything and you know nothing most of the time why are you going to write the person up what did they do can't you just talk to them and say hey look this is my protocol this is what I'm supposed to do in a situation like this I don't want to write you up because whatever reasons you don't want it on their folder in their file learn how to be a leader and you will keep going up the ladder and you will get the people under you do anything and everything they possibly can because they are part of a team

[libsaretards]

Here is my approach (have a witness with me each time):
1. First (and maybe even the second time), I pull the employee aside and we talk it out. I will ask them why they are failing the standard. For example, if it is tardiness, I will ask them why they are late and try to help them come up with a plan to fix it. If it is a performance issue, we will discuss their strengths and weaknesses to get them back to standard. Once we have that discussion, we will come up with a plan together and I will set them a reasonable timeframe to improve.

2. If the above has failed, I will write the employee up. In the write up, I will indicate our previous discussion (s) AND the current offense leading to the write up. Part of the writeup will be a new plan and/or new timeframe to see improvement.

3. If the first writeup has failed and the employee does not improve/goes back to slacking off after the timeframe mentioned in the write up, I will request the presence of the highest boss above me I can manage to be the witness to the 2nd writeup. Before we meet with the employee, I will confirm with the boss that my intention is to fire the employee if this meeting fails. I want to make sure that either I have the power to fire the employee or the boss will ensure the firing themself. In this writeup, I will again mention previous steps taken and document why we are where we are. I would end this writeup with a warning that the employee WILL be terminated upon the next time this same offense is committed and suggest they either shape up or resign before I am forced to fire them.

4. At this point, I am either firing the employee or talking to whoever has that power. I will have ALL documentation related to this employee's performance in case they try to file unemployment. This document will make it clear to the unemployment office why this employee was fired and how the fault lies on the employee.

[FriendlyDrugDealer]

I was an auditor/ manager before in another job, I was used to being a supervisor quickly.


I didn't enjoy writing people up or being apart of the process that gets someone fired. I would usually try to avoid the whole situation if I can save them but if not then I try to soften the blow as much as possible while laying out the facts and offering them advice on how to avoid it in the future

[Jenngirl00]

Thank you. I hate to fire people the most, but I have fired too many people

[FriendlyDrugDealer]

Yeah I don’t like it either but if you had no other choice then you have to do what’s best for the business at the end of the day.

Toughest choices sometimes requires the strongest of wills

[exitseven]

I didn't have to do it very often but the few times I had to write up one of my staff I would be really harsh. I am pretty easy going and as long as people did their work I never micromanaged them.
When they saw this side of me it sort of woke them up. As a result I didn;t have to come down on one of them very often.

[throwsomecheeseonit]

Just be straight forward. Hey you did such and such this is your punishment. Not like they are fired so they should not really be hostile. If they are hostile then things can escalate to them being fired. Start of with something like hey this is just a formality or hey company policy.

[OnTheLevel]

I've learned a long time ago not to get too bent out of shape for having to write up someone for something. Generally, the person knows they screwed up and more often than not they consciously decided to commit the infraction knowing there were consequences.

[Still-alive]

I've never been a manager abd ill be frank i hated most of mine. But you gotta do what you gotta do.

just be fair and offer this person a chance to improve.

[KrakenAttackin]

You need to clearly document the inappropriate behaviour, describe what is appropriate behaviour, and make sure you are being even handed in your discipline. Also, talk with your manager before disciplining your subordinate.

[Nik1hil]

Tell them where they messed up!..

Put the blame hat on their head..

"I am not firing you, you are getting yourself fired."

[Luckycharms12]

It's not personal I make that clear just doing my job

[newfreshstart]

just write them up rememeber its part of your job to write people up

if you dont do it you will get written up

[bushwookie]

I mean work is work. At the end of the day you're not there to make friends, you're there to put food on the table and take care of yourself.

[888theGreat]

I would love firing people. I would consider that a bonus of the job.

[CubaPirate]

Man up and do the job I'm paid for

[Jenngirl00]

I do it. I just hate that I only manage these people one way and the others have the rest. I am being told to write them up and then find out why and need to find the information. It is not my job to track turn that way, but because they are under me on this one section. I am doing it

[TheFlak38]

women don't belong in the work force

[Ueuehehd]

I followed you, send me a message

[JesseJayNeak]

You could hire an executive

[Jmmmfi4]

please... managers get off on it.

[scorpion2662]

Ignoring