emailed to ask for advice about staff goals.For all of your entries involving other people, Write the person's name, perhaps their title, and anything else that might be useful for finding it with Ctrl+F several months later. For very important staff performance issues, I recommend documenting those conversations separately in greater detail, though you'll want to note that the conversation happened in your journal. Occasionally, you'll want to write a few sentences. Many bullets will just be a single line of text, 5 to 10 words. Some days will have just a few bullets, some will have ten. In it, make a short note of every important conversation and any particularly valuable actions you took that day. Mine is a word document with the date, then a bulleted list, then the next date, its bulleted list, and so on. ![]() This is not hard to do, and it doesn't require anything fancy. Here is what I wrote down about the conversation that day, so I am very confident that this is what happened." There is no describing the satisfaction you feel when HR is struck nearly speechless by the comprehensiveness of your notes. Perhaps most importantly, I was able to say to HR, "This is not just me trying to remember six months later. Along with those dates, I was able to supply details about the interaction at hand. In this situation, or situations like it, effective documentation practices will save you.Įach time this has happened to me, I was able to give specific dates for each and every conversation related to the issue-not just when I spoke with the employee, but dates when other employees complained about them, dates when specific incidents occurred, dates when I spoke with my boss or others in the chain of command about it. They will be looking for gaps, for shortcomings in your management. HR will want to know every detail of your work with that employee. This will probably be in regards to a poor performer. ![]() At some point in your managerial career, you will be subtly but persistently interrogated about some aspect of your job. That experience, however, is just a side benefit to the real value of keeping a work journal. I got feedback that mine were the most robust and informative that she received each month. ![]() Meanwhile, I was able to produce my report in about 45 minutes. I could tell that my coworkers were stressed about this assignment at the end of each month and took hours trying to come up with things to say. The work journal immediately began paying off. I needed to provide a monthly report on my activities: successes, failures, challenges, plans, etc. Then, about 4 months into my position, my boss rolled out a new assignment. ![]() For several months, I did not really see why I was doing it. When I started my next job, I kept a daily journal. My Human Resource Management professor once said "If you take nothing else from this course, remember this: keep a daily work journal where you track every important thing you do and every important conversation you have." He was adamant about it. In it, note any conversations of significance you had during the day and any particularly valuable actions you took. Actions to take: Keep a daily work journal.
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