Verbal
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Typically a Rep’s first offense, but may be used after coaching one or two times on an issue
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Discuss performance
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Recommend documenting via email or HR form : expectations, performance gap, actions for improvement and timing
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Manager & Team Member acknowledge (this can be done through email) and recommend keep copy in Rep file
Written
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Typically when no improvement is shown or a 2nd offense
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Create performance documentation using HR form: expectations, performance gaps, actions for improvement with timing needed
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Meet with Rep to discuss and agree upon action plan and follow-up date
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Recommend Manager & Rep sign and provide copy to HR (at minimum, Manager document and send copy to HR), recommend k
Final
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Did not accomplish actions/results outlined in performance documentation or 3rd (or ongoing) offense
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Update performance documentation using HR form and update any actions, behaviors or results required to prevent the progres
include timing to achieve expected results
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Meet with Rep to discuss and agree upon action plan and follow-up date (Best Practice to involve a member of HR or Sales Leade
meeting)
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Manager, Rep & HR sign, copy to HR, Rep and copy kept in Rep file
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Provide Progress updates to HR & Legal throughout Final Warning stage (Make sure you are prioritizing meeting with Rep and doc
progress)
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If progress made and Rep successfully completes, document successful completion
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If appropriate progress is not made, seek approval from HR & Legal to move to termination
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Create termination summary based on outcomes from PIP – provide to HR & Legal
Termination
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