You all indicated many times an employee will not sign a formal coaching documetn siting this may be damagin when all i9t really is indicating is that they got a copy of the document. If that is really the case, why do managers even need to worry about getting the document signed? It seems this jsut causes an awkward situation for both parties. I do agree this must be discussed. Then I think the manager simply signs and dates that this document was discussed with so and so on this date?

Thoughts please.

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I hope you didn't get the impression that we were saying part of our process is that the employee should sign something. Some organizations do require that - this tends to be particularly true of annual reviews and end-stage coaching.

I couldn't care less if someone I'm coaching signs anything. If, sadly, I fail to improve their performance and have to fire them, the stack of documentation I put on HR's desk is going to stun them, and they won't feel any need to get any signatures. Signatures are overrated, and HR puts requirements for them in processes that managers do not follow. HR is just trying to avoid managers creating "after the fact documentation", or verify that an employee really was talked to.

Again, I do think we were referring to a general practice... with which we disagree.

You're on the right track.