Connecticut Memo - Follow-up to a Poor Performance Appraisal

• Category: Employment - Performance Appraisals - Poor Performance
• State: Multi-State
• Control #: US-479EM
• Format: Word

Description

A supervisor may use this memo to follow-up with an employee after a performance appraisal.

Connecticut Memo — Follow-up to a Poor Performance Appraisal Introduction: The Connecticut Memo — Follow-up to a Poor Performance Appraisal is a formal communication document used by employers, human resources departments, or supervisors in Connecticut to address performance issues of an employee following a negative performance appraisal. This memo serves as a vital tool in reinforcing expectations, providing constructive feedback, and outlining necessary steps for improvement. Keywords: Connecticut, memo, follow-up, poor performance appraisal Key Sections of a Connecticut Memo — Follow-up to a Poor Performance Appraisal: 1. Header and Date: The memo should include the official company letterhead, the date, and the appropriate subject line mentioning "Follow-up to a Poor Performance Appraisal." 2. Inappropriate Performance Summary: This section should briefly summarize the employee's performance issues and areas of concern identified during the performance appraisal process. Properly outline the specific aspects of their performance that require improvement, mentioning both qualitative and quantitative factors. 3. Expectations and Key Performance Indicators (KPIs): State the expected level of performance, KPIs, or company targets that the employee failed to meet as per the performance appraisal. Detail the importance of meeting these expectations and how their poor performance impacts the team, customers, or company as a whole. Ensure the language used remains constructive and supportive. 4. Action Plan: Suggest an action plan that will assist the employee in improving their performance. This section can include recommendations such as further training, mentoring, or providing additional resources to enhance their skill set. Provide specific and measurable goals for the employee to follow, enabling them to actively work towards meeting the expected standards. 5. Performance Evaluation and Feedback Schedule: Outline a timeline for conducting future performance evaluations and feedback sessions. This schedule will enable both the employer and the employee to track progress, discuss concerns, and provide ongoing support to address performance issues. 6. Consequences and Support: Clearly state the potential consequences of not improving performance. Inform the employee of any disciplinary actions, the possibility of performance warnings, or any further steps that may be taken if improvement is not demonstrated within the specified timeframe. Reinforce that the employer is committed to supporting the employee's growth and success. Types of Connecticut Memo — Follow-up to a Poor Performance Appraisal: While the overall purpose of a Connecticut Memo — Follow-up to a Poor Performance Appraisal remains the same, the nature of the memo may vary depending on the severity and frequency of the performance issues. Different types of memos may include: 1. Initial Follow-up Memo: This type of memo is issued after the first poor performance appraisal. It involves providing feedback, discussing the areas of concern, and setting expectations for improvement within a specific timeline. 2. Progress Update Memo: In cases where an initial memo has been issued and the employee's performance shows minimal or no improvement, a progress update memo may be necessary. This memo aims to reiterate the performance concerns and provide an opportunity for the employee to reflect on their progress while providing additional support or resources. 3. Final Warning Memo: If an employee fails to meet the expectations set in previous memos and shows no significant progress, a final warning memo may be issued. This memo makes it clear that failure to improve performance within a stipulated period may lead to further disciplinary actions, up to and including termination. Conclusion: The Connecticut Memo — Follow-up to a Poor Performance Appraisal is a crucial tool in addressing and resolving performance issues within an organization. It aims to assist employees in understanding their performance gaps, motivating them to take appropriate actions, and providing the necessary support to achieve their full potential. By issuing detailed and well-structured memos, employers can foster a positive work environment and maintain productivity and efficiency levels.