At The Hartford, we invest in our employees' growth by setting measurable goals, providing continuous feedback, and supporting their development and mobility. Both employees and leaders participate in this process through a two-way dialogue and collaboration towards solutions.
Applying the Policy
The leader should provide ongoing, documented coaching and feedback to the employee, allowing sufficient time for improvement. Documented coaching requires documentation sent to the employee that captures the performance gap(s), outlines a path for success and sets an expectation around timing. If the employee's performance (results and/or behaviors) remains below expectations after this period, the leader may start the formal performance improvement process by issuing a documented Performance Warning.
There may be circumstances when one or both of the above steps are bypassed or accelerated. For instance, certain situations may be sufficiently serious to justify either an immediate Performance Warning, or in extreme cases, immediate termination of employment. Leaders must engage Employee Relations before deviating from the above process.
During the formal performance improvement process, the leader and employee will partner to achieve a successful outcome. The leader should continue to document feedback, provide coaching, and support the employee's efforts to improve. The employee should be prepared for coaching discussions, receptive and willing to apply feedback, and committed to making changes to achieve success.
When any type of Performance Warning is issued, leaders should make employees aware that:
- A copy of the Performance Warning will be included in their personnel file.
- Employees have the ability to add their own statement as an addendum to the Performance Warning document, which should also be included in their personnel file.
Leaders must provide a copy to the employee within one business day of presenting the Performance Warning and retain an electronic and/or hard copy of any documented coaching or warnings in a confidential location that is not subject to deletion or destruction.
For any questions in regard to this policy contact Employee Relations.
Eligibility
This policy is applicable to all employees of The Hartford and its participating subsidiaries who are based at U.S. locations of The Hartford.