On these pages we will go through our steps and processes for when things could be improved, and we need to take more action.
First however, its important to go through what is expected prior to formal corrective action taking place.
It’s very important to note that less formal actions than our corrective action process should be taken where possible and appropriate first, in order to address relevant issues.
Generally speaking, formal corrective action is undertaken only when other feedback avenues have been exhausted, are thought to be ineffective, or do not match the severity of the concern.
Where appropriate, amazee.io expects leads to coach and mentor employees, giving them a fair chance to be aware of issues, and to support improvements, prior to formal corrective action taking place.
This is in the interest of both amazee.io and the employee, in maintaining a stable, ever improving, fair, and compliant work environment and team.
To explore employee coaching, and how to setup a plan in detail, check out this page: ‣.
When less formal ongoing coaching via 1:1s is proving ineffective, we bring in HR as a neutral coordinator and driver of more formal and structured support plans.
You find out more about these, you can check out the following page:
In most cases HR will insist that there has been a support plan in place and worked through, before moving forward with formal disciplinary action.