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Documentation Enhances the Workplace

Our employees are responsible for the most significant impact on call center performance. Documentation of employee performance is an essential task for HR staff and managers. Documentation also helps human resource departments make appropriate decisions about when to recognize, promote, terminate, or reward an employee. Below we have highlighted a few details about the importance of documenting employee performance:

Why is it important?

Documentation of employee performance helps management discuss performance related issues with an employee. This documentation supports the decisions of the administration regarding any unfavorable action related to termination and discipline, concerning any employee. Documentation also provides a proof regarding when an employee deserves a promotion. It is essential, as per lawsuit as well, because documentation helps to protect interests of employees in the workplace.

What is typically documented?

Managers handling South Carolina jobs are advised to document both positive and negative contributions of an individual. The list may even include the responses at the time of meeting conversations, agreements and commitments at work. It also includes details about setting goals, improvements and expected timeline for development so that you can rank his/her performance accordingly.

How to do proper employee performance documentation?

Experts advise documenting routine items and tasks. The responses of employees must be recorded right after a meeting or conversation so that you do not miss any critical point. Waiting too long to file details will affect the quality of documentation as per your memory ability. Many managers think that they can easily reconstruct the history of any employee, but waiting does not provide beneficial results; instead, it creates complications at a later stage.

It is essential to make sure that all your documents are neat and clean and stay organized for future needs. It must reflect your professionalism and quality of work promptly. Employee name, profile, and dates, everything must be written accurately in a legal, fair, factual, complete and consistent form. There is no point in adding personal opinions to the performance documentation and also avoid predicting employee’s behavior at a call center as per your judgments. Please make sure you keep all the reports confidential and private to employees; it is not recommended to put performance reports on shared drives.

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This article was contributed to our community by Call Experts Director of HR.  To learn more about our open positions, please visit our Careers Page at www.callexperts.com/career.

Our team focusses on maintaining a fun, respectful, and productive workplace.  If you are interested in learning more or applying for one of our open positions, please send a copy of your resume or a brief overview of your previous employment history to employement@callexperts.com.

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