STEP 1
Purpose: Involves direct communication between supervisor and employee to address minor concerns or performance gaps.
Document this meeting
STEP 2
Purpose: Clarifies expectations, responsibilities, or behaviors related to a specific incident or concern.
Severity: Low to moderate. Typically used for minor issues or first-time misunderstandings. Can be neutral or slightly corrective depending on the nature of the confusion.
STEP 3
Purpose: To formally document the employee's unacceptable behavior or performance, the consequences they face if improvement is not made, and the potential for termination
Severity: High. Indicates significant impact on work or violation of critical rules. Should be used cautiously and with clear evidence..