How to go about giving a verbal warning.?

I just started a new management job about a couple of months ago and have run into a bit of a situation. There is an employee there who is:

1) Not meeting the job requirements and;
2) Not really calling me by my real name.

Normally I would just give this person a verbal warning and put them on suspension. However, this person is very close too the store manager, my boss, and so I need to tread these waters carefully and talking too my boss will, more than likely, not lead anywhere.

So what should I do? How should I approach this situation? I almost just want to follow procedure and tell my boss to shove it if she has a problem with it... but I need this job, so I'm sort of stuck.

Any help would be greatly appreciated.

Thank you in advance.

P.S. My boss is also pretty well respected by her bosses, so going too them is probably out of the question as well... before anyone suggests that.

Cubs Girl

If this employee reports to you than you need to handle this situation. If this employees reports to someone else you need to tell the reporting manager handle this.

If this employee reports to you then you need to talk to the employee and give a verbal warning only if the verbal warning has not yet been given. If a verbal warning has been given follow your disciplinary procedures. If you do nothing this causes unfair treatment to others and cause for litigation if pushed.

DrewH

As a first step, you need to plan what you are going to say to the troublesome employee.

Before you speak to them, write down exactly how the employee is failing to meet the job requirements. Be prepared to mention two or three specific instances where this employee failed to meet expectations. Also, be prepared to refer the employee to any written material your company may have that mentions these expectations: An employee manual, or memos or notices from management. That way the employee cannot claim they were unaware of the expectations.

Just because the "warning" is verbal DOES NOT mean that you cannot prepare with written notes, etc.

Schedule a time when you can discuss things with the employee in question. Ideally it will in private.

Once the meeting is over, you will need to write down the time and place your discussion occured, as well as any reactions the employee had. For example:

"Met with employee XXXX at 10.30 am, April 24, in break room. Discussed issue ABC, and told employee that I expect to be called by my rightful name. Employee XXXX agreed that in future he will abide by company rules in regard to XXXX, and will address me correctly."

You should then make a copy of your notes, and ask that this copy be placed in the employee's personnel file. This is NOT the same as a written warning - which usually takes the form of a letter addressed to the employee in question.

You should also maintain, in your own possession, a copy of your notes. If, at some future point, the employee gives the same sort of trouble you can then remind them of the meeting: ie: "During our meeting on April XX, you agreed that you would..."

None of these strategies are guarantees - but documentation, even for verbal discussions, is key in handling employee issues of this sort.

CHEPIBE72

It is always best to talk to your immediate supervisor in regards to this even if she is a friend of him. Specially since you just started the job and things may not be as they seem.

In my past I have reprimanded people that were friends with a boss of mine and I was always given the green light to do so. Very often the boss of the manager is not in a position to correct lower ranking people but most times if the reprimand befits the issue, they have no quarrels about it.

Good Luck!

Ryan K

It's your responsibility bro. Punch him in the nose, show him who's boss.

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