Verbal Warning Form Template
Streamline Employee Documentation with a Verbal Warning Form
Documenting verbal reprimands can be challenging, but using our verbal warning form template makes it easy. This template helps managers and HR professionals create clear records of verbal warnings given to employees, ensuring accountability and compliance. You'll benefit from easy customization, a professional format that meets organizational standards, and a simplified review process for performance issues, all while maintaining focused documentation for future employee evaluations. Explore how our template can enhance your HR practices now.
When to use this form
Use this form after a coaching talk when an issue needs formal documentation but is not yet a written warning. It helps supervisors and HR log facts about attendance slips, missed deadlines, safety lapses, or unprofessional conduct. Capture what happened, expectations, and the plan to improve, so the employee knows the stakes and you keep a clean record. For broader patterns or repeat issues, pair it with the Employee warning form. If behavior escalates, move to the Disciplinary action form to set stronger consequences. Schedule check-ins and track results with the Employee disciplinary action follow up form. The outcome: consistent records, clear next steps, and fair, progressive discipline that stands up to review.
Must Ask Verbal Warning Questions
- What specific behavior occurred, including date, time, and location?
Specifics reduce debate and help you judge patterns or severity. Time and place also guide any needed witness statements or video review.
- Which policy, rule, or performance standard was not met?
Tying the incident to a known rule makes expectations objective. It also supports consistent action across teams.
- What impact did this behavior have on work, safety, customers, or the team?
Impact shows why change matters and can motivate improvement. It also informs whether the issue stays at this stage or needs escalation.
- What clear expectations, measurable goals, and deadlines did you set?
Specific targets and dates let you measure progress and avoid vague agreements. They also prepare you for the next step if goals are missed.
- What support will you provide, what are the consequences if there is no improvement, and when is the follow-up?
Document coaching, training, or accommodations so help is on record. If problems continue, note that you may proceed to the Employee discipline form and set a firm review date.
More Forms
- 100% Free - No Catches
- Collect Responses Today
- Tailor to your Look & Feel