Employee Performance Layout Warning Letter
Employee Performance Layout Warning Letter
[Your Company Name]
[Your Company Address]
[Your Company Number]
October 4, 2024
Lowell Quizon
123 Maple Street
Mesa, AZ 85201
Subject: Performance Warning Notice
Dear John Doe,
This letter serves as a formal warning regarding your performance at [Your Company Name]. We value your contributions to the team; however, there have been several performance issues that need to be addressed.
Performance Issues:
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Missed Deadlines: Over the past three months, you have consistently missed project deadlines, including the recent project due on September 15, 2050, which was submitted two weeks late. This has affected the team’s ability to deliver on time and has caused scheduling conflicts.
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Quality of Work: The quality of your deliverables has not met the standards expected for your position. For example, the last report submitted on September 20, 2050, contained multiple errors and required extensive revisions, which consumed additional resources and time.
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Communication Issues: There have been multiple instances where you have failed to communicate effectively with team members, confusing project requirements and objectives. This was notably evident during the team meeting on September 25, 2050, when you did not clarify your tasks, leading to misunderstandings among the team.
These issues have not met the standards expected for your position as a Marketing Associate. We have discussed these concerns in previous meetings, including on August 30, 2050, and September 18, 2050, and we have not seen sufficient improvement.
Action Required:
To address these performance issues, we expect you to take the following actions:
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Improve Time Management: Utilize project management tools to ensure you meet deadlines. Attend the upcoming time management workshop on October 10, 2050.
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Enhance Work Quality: Review your work thoroughly before submission. Consider seeking feedback from peers before finalizing reports.
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Improve Communication: Attend the communication skills training scheduled for October 15, 2024, and proactively reach out to team members for clarification on tasks.
Failure to improve your performance by November 4, 2050, may result in further disciplinary action, which could include suspension or termination of employment.
We believe that with focused effort and support, you can improve your performance. We encourage you to take this opportunity seriously and seek assistance if needed.
Sincerely,
[Your Name]
Human Resources Manager
[Your Company Name]
