Specific Behaviors

PERFORMANCE DOCUMENTATION GUIDELINES: Your Steps For Success

1. State the position requirements
   Clearly state what the job description or Hanover policy requires. Reference any operations policies or company policies (i.e., Attendance Policy 3-18)
2. Describe the performance issues in concrete terms with SPECIFIC BEHAVIORAL EXAMPLES.
   Describe the conduct, not the individual. Avoid making broad judgements using words such as “always” and “never”. Include a list of behavioral examples, recording specific dates to show when and where the unwanted behaviors occurred. Keep all your observations job-related.
3. Reference prior discussions
   Include all instances where you have discussed this problem with the employee (i.e., emails, conversations, monthly review, team meetings). If this is a WRITTEN WARNING, you should have had a prior verbal warning.
4. Explain the impact of the performance problem
   Describe how this behavior has impacted the team, manager, or property goals. This helps the employee understand why he/she needs to correct the problem.
5. Describe your expectations
   Be specific. Do not just tell the employee what NOT to do, tell your employee what they SHOULD do (i.e., the employee should enter a follow-up call into Entrata within 24-48 hours, the employee should notify the manager at least 48 hours prior to the due date if he is unable to meet the required deadline).
6. Describe the actions that need to be taken to correct the problem
   Describe clear action steps with dates and times (i.e., I expect your report to be turned in by 5pm every Friday)
    
   Performance Documentation Template
7. State the position requirements
8. Describe the performance issues with specific behavioral examples
9. Reference your prior discussions with the employee
10. Explain the impact of the performance problem
11. Describe your expectations
12. Describe the actions that need to be taken to correct the problem