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What is a “write-up” at work?
A write-up at work, also called a corrective action plan or progressive discipline, is an effort to help an employee get back on track. Does it always feel that way? No. Is it always done by the manager with the right intention? Probably not. Is it going to end my employment? Not unless the issue continues.
Write-up for policy violations
This is pretty simple. If you receive a write-up because you violated a policy, that’s easy to fix. The policy will be listed on the write-up, so you’ll know exactly what to pay attention to.
The policy could be in the employee manual that you received when you were hired. Or, it could be a policy that you signed separately, such as a new procedure.
You always want to pay attention to new policies as they come to you. Sometimes you’ll think they make lots of sense and will appreciate them. Sometimes you won’t see the point. What matters is that you understand and follow them.
It is always ok to ask questions about a new policy. It’s better not to share that you think a policy is stupid (some are, no question. It’s just better to keep that to yourself when discussing the policy with your boss, though they may not have written it and may think it’s stupid too).
This is just one of those things you have to do. Learn the policy. Ask questions if you don’t understand the policy. Follow the policy.
If you get a write-up, it just means that you need to repeat the process of learning the policy, asking whatever questions you have, and following it.
What you don’t want to do is risk violating the policy a second time. So be sure you understand and be clear that it is your intent to follow the policy, regardless of what you think of it. This will keep you employed and going in the right direction, and one day you’ll be in a position to write the policies. You’ll do a better job and there will be no more stupid policies!
Write-up for poor work performance
This one is a little different. You didn’t fail to follow a specific policy, but rather went off-track in the performance of your job duties. The write-up should include a very specific explanation of what went wrong and what the expectations are going forward. This should make it clear what you need to do, so there isn’t any guessing involved.
If you didn’t understand a process you were supposed to follow, be sure to ask questions so you won’t have the same problem again.
If you are truly unable to perform the job duties because you just don’t have enough training or experience, speak with your supervisor. There may be further training or mentoring available.
The important thing here is to make an honest effort in good faith. This is the best way (the only good way, really), to handle any issue at work.
If you make improvements, or seek assistance to help you in making those improvements, you’ll be fine.
What won’t be fine is if there is an attitude problem getting in the way. Read How to Know if You Have a Negative Attitude at Work if you’re not sure if your own attitude is getting in the way.
You will be asked to sign the write-up
You should sign it.
Signing the write-up does not mean that you agree with it. It just means that you received and understand it. It will probably say as much in the signature area.
There will be an area on the write-up for you to respond if you disagree, which becomes part of the personnel record. You want to be careful here. Don’t write something in anger that will be part of your personnel record forever. (You can read more here about handling anger in the workplace.)
It is perfectly fine to ask for a day or two to think about it before writing a response. A response is not necessary, but if you feel a need to write one, you’ll want time to think about it. You may be asked to sign the document in the meantime and add your response later. You should do that. Again, your signature does not indicate agreement, just receipt and understanding.
A write-up does not have to be a big deal
It doesn’t have to be a big deal, but failing to make improvements will make it a big deal and could lead to further write-ups and, eventually, to being fired.
As I noted at the beginning, a write-up is an effort to help an employee get back on track. In some companies, if there is no further issue for six months, the write-up becomes moot and cannot be used in any further employment action.
The best scenario is to use it for your own education, make the needed improvements, and move on with your career.
If you have been fired and do need further assistance, read this post and please take a look at my FREE Back-On-Track Bootcamp. We need you in the work force!
