Documenting Performance Issues and Progress with the Help of Employee Handbooks

Carolyn D. Riggins
Duration: 90 Minutes
Webinar Id: 22227
Instructor: Carolyn D. Riggins

Price Details

Recorded Webinar
$190. One Attendee
$390. Unlimited Attendees

Unlimited Attendees: Any number of participants

Recorded Version: Unlimited viewing for 6 months (Access information will be emailed 24 hours after the completion of live webinar)


The topic of "Documenting Performance Issues and Progress with the Help of Employee Handbooks" is concerned with the process of effectively documenting employee performance-related information in accordance with company policies and procedures using the employee handbook as a guide.

This topic is essential for managers and supervisors who are responsible for managing employee performance, identifying performance gaps, and tracking employee progress. Effective documentation of performance issues and progress enables managers to make informed decisions about promotions, bonuses, and disciplinary actions while protecting the organization from potential legal issues. Employee handbooks are an essential tool in the documentation process, providing a clear framework for performance management policies and procedures.

This topic covers the importance of documentation, the role of employee handbooks in the documentation process, and best practices for documenting performance-related information. By understanding and implementing these best practices, managers and supervisors can ensure that they effectively manage employee performance, promote a positive workplace culture, and reduce legal risks.

Why you should Attend:

Attendees should attend this training on documenting performance issues and progress with the help of employee handbooks to gain the skills and knowledge necessary to effectively document employee performance-related information. This training will provide attendees with a clear understanding of the importance of documentation and the role of employee handbooks in the documentation process. By attending this training, managers and supervisors will be able to:

  • Understand how the employee handbook provides a framework for documenting performance issues and progress
  • Identify the best practices for documenting performance issues and progress in accordance with handbook policies
  • Learn how to use specific language and avoid assumptions when documenting performance-related information
  • Gain the skills necessary to provide constructive feedback to employees and address their concerns related to performance documentation
  • Be able to implement consistent and effective documentation practices to promote a positive workplace culture and reduce legal risks

Attending this training will enable managers and supervisors to document performance issues and progress effectively, which is critical for effective performance management and legal protection. It will also provide them with the tools necessary to promote employee engagement and improve overall organizational performance.

Areas Covered in the Session:

  • The importance of documentation in performance management
  • The role of employee handbooks in documentation
  • Best practices for documenting performance issues
  • Best practices for documenting performance progress
  • Managing employee responses to performance documentation

Who Will Benefit:

  • Employee Management
  • Performance Management
  • Small Business Owners
  • Leaders
  • Managers
  • Team Leaders
  • Project Managers
  • Department Heads
  • Supervisors and anyone in Leadership Role

Speaker Profile
Carolyn D. Riggins is the founder and owner of CDR Consulting Services specializing in training, coaching, and identifying problematic gaps in the organization. Ms. Riggins was in retail banking for 35 years with First Florida Bank, Barnett Bank, Mercantile Bank, and TD Bank. At TD Bank, Ms. Riggins was successful in growing her client’s relationship by 71 million dollars through valuable training and consistently coaching her teams. Ms. Riggins served in multiple capacity levels of management roles regarding the many banks in her career path. Under her leadership, she was able to work as an Assistant Vice President Store Manager, Vice President Hub Manager, and Vice President Retail Regional Manager.

In these various leadership positions, Ms. Riggins was successful in leading and helping her team by developing, coaching, and training to achieve sales revenue growth, deposit growth, customer growth, lending growth, and focusing on compliance. Also, she was selected as the Regional Bank at Work and Affinity Champion where she facilitated and delivered material through person-to-person workshop training or conference training.

In addition, Ms. Riggins utilizes her Bachelor of Applied Science degree in Management and Organizational Leadership from St Petersburg College to train team players to be successful in their roles. In addition, Ms. Riggins has a certificate of completion for Business Consulting. One of Ms. Riggin's goals is to train and coach continuously by using her education and expertise daily to change, transform and impact great team players.

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