An employee write-up is an essential tool for effectively managing workplace behavior and ensuring professional standards. It serves as a formal record of performance issues, behavioral problems, or policy violations. By following a structured approach, employers can maintain a fair and productive work environment while protecting the company legally.

“Cardigan Industries Employee Discipline Form” by Make It Old is licensed under CC BY-NC-SA 2.0. To view a copy of this license, visit

Importance of Objectivity

Start Calm

Initiate the write-up process from a place of calm and objectivity. Avoid addressing the issue while angry or stressed to ensure the documentation stays professional and impartial.

Avoid Emotional Reactions

Ensure that the documentation remains objective by refraining from emotional reactions. This helps in maintaining a fair and unbiased record.


Clear Record

Document the problem with clear, factual examples, including specific times and dates. Accurate records are crucial for maintaining an objective account.

Stick to Facts

Focus on concrete events and behaviors rather than personal opinions or emotionally charged language. Objectivity is key to a fair and professional write-up.

Company Policies

Policy Reference

Reference company policies and standards to justify the disciplinary action. This helps prevent allegations of personal bias and ensures consistency.


Use specific company rules to illustrate why the employee’s behavior is unacceptable, such as attendance, dress code, or cell phone usage policies.

Witness Statements

Include Relevant Testimonies

Incorporate statements from witnesses to provide additional context and support for the write-up. Ensure these statements are factual and objective.

Factual Observations

Avoid subjective opinions in witness statements to maintain the integrity and objectivity of the documentation.

Expectations for Improvement

Guidelines for Correction

Clearly communicate expectations for how the employee should improve their behavior. Provide actionable steps and support where needed.


Explain the consequences if the employee fails to improve, up to potential termination. Clear communication of repercussions helps in setting expectations.

Delivery and Proof

In-Person Meeting

Deliver the write-up in person and have a witness present to confirm the delivery. This ensures transparency and accountability.

Employee Acknowledgment

Have the employee sign the write-up to confirm receipt. Offer space for their comments or a written rebuttal if they refuse to sign immediately.

Record Keeping

Save Documentation

Keep a copy of the write-up in the employee’s file for future reference and potential legal protection.


Monitor Progress

Follow up according to the schedule set out in the write-up to monitor the employee’s performance and adherence to expectations. Continuous observation helps ensure sustained improvement.

Extended Observation

Continue observing the employee beyond the initial follow-up period to ensure ongoing compliance with the set expectations and standards.

Writing up an employee is a crucial skill for maintaining workplace productivity and harmony. The process should focus on fostering improvement and personal growth, not punishment. By being patient, transparent, and fair, employers can turn disciplinary measures into opportunities for learning and development.

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