Cynthetiq

This was exactly the opening salvo I sent to my employees when they were well within my sights. I was already accumulating data and times when they were not in compliance, and this was the opening shot at the 6 months of documenting behavior before I fired someone.

Many other managers thought that I just fired people when I wanted to and couldn't seem to get it into their heads that they had to show some cause and back it up with something so that HR didn't get all kumbaya pansy ass on them.

Document, document, document. And then I'd fire you one day which seemed out of the blue. No, it wasn't it was usually 6 months to the day from this email or sit down with the employee and HR.

In addition to what Jazz is saying about following this to the letter, is make sure that you document it as well. Documentation works both ways, so the more information you have to counter these claims the better off you are. If you are sending out an email for an outage, make sure you cc: your boss.

If you are truly trying to improve yourself, then it's important for you to take the chip off your shoulder for a moment, and humbly ask your boss to show you EXACTLY what you're doing wrong and when. When I say humbly, I mean like when you first applied for a job you didn't act all cocky and smart alec. Let him know that you understand that the policy but maybe want some better clarification ask to exactly when and where you failed.

good luck.

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