Performance Management, Improvement, & Discipline 

Whenever possible, Fleet Feet aims to address performance concerns through progressive discipline. 

Progressive Discipline is a structured approach that empowers managers to address employee misconduct or performance issues while aiming for positive outcomes. It's about fostering growth, maintaining fairness, and improving the workplace environment.

At its core, Progressive Discipline involves a series of steps, starting with informal conversations and escalating to more serious measures if necessary. It's a balanced approach that prioritizes correction over punishment, ensuring that employees understand the impact of their actions and have the opportunity to improve.

Manager documentation is a cornerstone of this process. It provides a clear record of incidents, conversations, and actions taken, offering transparency and accountability for both parties involved. Documenting each step not only ensures consistency but also serves as a valuable reference point for future decisions or legal proceedings.

Effective documentation captures details objectively, without bias, and in a timely manner. It's not about pointing fingers or assigning blame but rather about facilitating constructive communication and positive change.

By understanding Progressive Discipline and the importance of meticulous documentation, managers can navigate challenging situations with confidence, fairness, and integrity, ultimately fostering a more harmonious and productive workplace for everyone.

Managers should partner with a member of HR before delivering formal documentation.

The Performance Management Process may look like the following steps, depending on the egregiousness of the offense:

1. Letter of Expectations & Verbal Warning (template and example below)

This informs the employee they are not meeting expectations and clearly outlines where they are falling short and expectations going forward. From here, the employee should create an

Improvement Plan (template below)

2. Written Warning

 Disciplinary in nature, this documentation outlines that performance has not been improved at all or at a fast enough past based on the expectations outlined in the Letter

of Expectations. From here, the employee should create an Improvement Plan (template below)

3. Final Written Warning 

Continuing the path of not meeting expectations, this is a firm message that lets the employee know they are still falling short and change needs to occur immediately or

termination is highly likely. From here, the employee should complete an Improvement Plan (template below)

Suspension may be an option, partner with your HR Business Partner to talk through this before moving forward.

4. Termination

 The employee has not turned performance around after several coaching attempts and the improvement plan was not met. 

Click the links under the photos below to learn more about our approach to progressive discipline.

Email hr@FleetFeet.com with any questions