There are a number of situations in which you may find it necessary to confront an employee’s poor work performance and work habits.
1. When it affects the employee’s productivity or creates a safety issue such as:
* Prolonged breaks and lunches, resulting in work beginning to pile up
* Absenteeism, excessive sick leave
* Carelessness
* Failing to react to possible safety hazards
* Accidents on the job
* High accident rate
* Creating safety hazards through work habits
* Accidents off the job affecting job performance
* Difficulty concentrating
* Missed deadlines
* Improbable excuses for poor job performance
* Sporadic job performance
* Being unusually short-tempered, demanding, irritable, etc.
* Any significant change in usual work performance or manner of interaction with others
* Poor employee relationships
* Complaints from co-workers and/or customers
2. When it violates company policies or procedures, such as:
* Misusing equipment
* Taking long lunch breaks
* Losing equipment or materials
* Making unauthorized purchases with company funds
* Ignoring safety rules
* Operating equipment improperly due to impaired reflexes
* Mishandling of tools and equipment
* Violations of personnel policies and procedures