It’s easy to draft the perfect performance document, slide it across the table to the employee and check the box that you’ve taken care of addressing the issue. Unfortunately, no one remembers what’s on the performance document. They do, however, remember how they felt. Here, I break down the three main reasons performance documents should be used, how to address conduct in a way that isn’t demoralizing, but informative and supportive and why you should always make the conversation a priority over the documentation.

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