Employee Memo - Need for Improvement
What this document covers
The Employee Memo - Need for Improvement is a document used by supervisors to formally notify employees about deficiencies in their job performance. This memo serves to address specific areas where improvement is needed, ensuring that the employee is aware of expectations and the path forward. Unlike informal feedback methods, this memo provides a clear, documented approach to performance management.
What’s included in this form
- Name and title of the employee receiving the memo.
- Name and title of the supervisor issuing the memo.
- Date of the memo.
- Subject line indicating the purpose of the memo.
- Specific areas identified for improvement.
- Scheduled meetings for discussing improvement strategies.
- Supervisor's contact information for further questions.
When to use this document
This form should be used when a supervisor has assessed an employee's performance and determines that there are significant areas requiring improvement. Common scenarios include regular performance appraisals that reveal shortcomings, instances where an employee fails to meet established performance benchmarks, or as part of a progressive disciplinary process.
Intended users of this form
- Supervisors and managers who oversee employee performance.
- Human resources personnel involved in employee evaluations.
- Companies looking to maintain formal records of employee performance issues.
Completing this form step by step
- Identify the employee's name and the supervisor's name at the top of the memo.
- Insert the appropriate date of the memo.
- Write a clear subject line indicating "Need for Improvement."
- Detail the specific areas where improvement is necessary.
- Schedule and list the dates and times for follow-up meetings.
- Provide contact information for the supervisor for further questions.
Does this document require notarization?
Notarization is generally not required for this form. However, certain states or situations might demand it. You can complete notarization online through US Legal Forms, powered by Notarize, using a verified video call available anytime.
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Make edits, fill in missing information, and update formatting in US Legal Forms—just like you would in MS Word.
Download a copy, print it, send it by email, or mail it via USPS—whatever works best for your next step.
Sign and collect signatures with our SignNow integration. Send to multiple recipients, set reminders, and more. Go Premium to unlock E-Sign.
If this form requires notarization, complete it online through a secure video call—no need to meet a notary in person or wait for an appointment.
We protect your documents and personal data by following strict security and privacy standards.
Typical mistakes to avoid
- Failing to document specific areas of improvement clearly.
- Not providing follow-up meeting dates or support resources.
- Ineffective communication of expectations and consequences.
Why use this form online
- Easy to download and edit for specific employee situations.
- Provides a structured approach to performance feedback.
- Ensures compliance with legal standards by using professionally drafted language.
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FAQ
Add the employee's name, position, and department. Add the name of the manager or supervisor handling the performance improvement plan. Write a brief introduction. List the employee's performance issues and improvement objectives.
Explain the importance of communication. Instruct the employee to express his ideas and feelings when necessary. Explain the importance of remaining calm when communicating. Tell the employee that communication is more effective when words are chosen carefully.
Time management. The better people can multitask, meet deadlines and manage their time, the more productive they will be at work. Customer service. Teamwork. Interpersonal skills. Communication. Writing. Accepting feedback. Organization.
Let the employee know your concern. Share what you have observed. Explain how their behavior impacts the team. Tell them the expected behavior. Solicit solutions from the employee on how to fix the situation. Convey the consequences. Agree upon a follow-up date. Express your confidence.
Create clear metrics of job performance. Have the right mindset. Collect 360 feedback from other team members. Have a one-to-one meeting. Use the Johari window matrix. Ask questions, listen, and understand.
Don't be Afraid to Delegate. Match Tasks to Skills. Communicate Effectively. Keep Goals Clear & Focused. Incentivize Employees. Cut Out the Excess. Train and Develop Employees. Embrace Telecommuting.
Be Honest & Candid With Your Feedback. Focus on Areas of Strength and Weakness. Craft an Improvement Plan for the Under Performing Employee.
1) Time Management. Time management is crucial to your business's success. 2) Organization. Organization can make time management much easier. 3) Interpersonal Communication. 4) Customer Service. 5) Cooperation. 6) Conflict Resolution. 7) Listening. 8) Written Communication.
Don't do it when you're angry. Document the problem. Use company policies to back you up. Include any relevant witness statements. Set expectations for improvement. Deliver the news in person (and proof of receipt) Keep a copy for your records. Follow up.
