A verbal warning, like any form of disciplinary action, should include enough details to convey the issue at hand clearly. However, the level of detail provided in a verbal warning may vary depending on the specific situation and the company's policies. Here are some general guidelines:
Clear explanation of the issue: The verbal warning should clearly state what the problem or concern is. Use specific examples if possible to illustrate the behavior or performance that needs improvement. This helps the individual understand exactly what they need to address.
Specific expectations: Outline the expected changes in behavior or performance. Be clear about what the person should do differently moving forward to avoid further disciplinary action.
Consequences: If the issue persists despite the verbal warning, it's essential to communicate the potential consequences of further misconduct. This will reinforce the seriousness of the situation.
Privacy and confidentiality: Ensure that the verbal warning is conducted in private and in a confidential manner to respect the individual's privacy.
Documentation: Although verbal warnings don't typically require written documentation, it's advisable to keep a record of the verbal warning and the discussion points for reference in case the situation escalates and further actions are necessary.
It's important to note that a verbal warning is typically the first step in a progressive disciplinary process. If the issue persists, it may escalate to written warnings, suspension, or termination, depending on the severity and company policies. Throughout the process, it's crucial to be fair, consistent, and follow any legal requirements or labor laws applicable in your region.