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HR Tip: Value of informal warnings

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These questions are being answered by Learn HR, a market leader in the provision of HR and payroll training and nationally-recognised professional qualifications.


Q: How useful are informal warnings?

A: Incredibly useful! An informal warning is more than a word in the ear, but is not a formal warning that has to be given following a formal and clearly defined interview. You must include the word "warning", state the standard required and the likely penalty for failure. For example "I am warning you that, unless your attendance is at least x% during any month during the next six months, I will take formal disciplinary action against you that is likely to lead to a Formal Warning". You must not put this warning on record otherwise it becomes a formal warning! The great value of an informal warning is that it can be tailored to the particular employee. For some people you may need to deliver this in sharp terms with eyeballs blazing. For others you may use the same words but deliver them much more gently. The informal warning is the opportunity for you to demonstrate that you mean business but without going to all the trouble of a workplace trial. Handled well it can dispose of most of the discipline problems that you have to deal with in a firm but relatively friendly way.

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One Response

  1. Informal warnings
    Some years ago I worked in a nationalised industry where such matters were dealt with and recorded as a “suitable conversation”, or “severe suitable conversation”, this record was kept to show that as am employer we had taken resonable steps to correct an emplyees behaviour before invoking the formal disciplinary procedure. If a case ever goes to a tribunal such comprehensive records are invaluable

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