Employee Relations


Supervisors should provide early constructive feedback to employees when performance tasks or behavior becomes a concern. This feedback is usually verbal, specific, and held in a confidential setting. The supervisor should listen to the employee, and seek to understand the employee's reasons for why s/he is not performing satisfactorily. Assistance from the supervisor, further coaching, additional help, re-prioritizing tasks, or additional training may be some of the remedies required.

However, if a pattern of poor performance still continues, the Supervisor will want to document the concerns in a Letter of Counseling  (Word).

This letter will go in the personnel file, and provides a baseline for further review.


If a pattern of poor performance does not improve, the Supervisor may want to begin the first level of discipline. Before doing so, take the following steps: