HOW TO DOCUMENT EMOTIONAL TERRORISM

If an Emotional Terrorist is under a contract or the support of a union template, dealing with an Emotional Terrorist could be a prolonged process. The goal may not be to remove them from the team. It may work better to micro-manage an Emotional Terrorist until they are either on board, compliant, or exit voluntarily. Removal is not always the best strategy because there is always another Emotional Terrorist with an excellent resume just waiting in the wings to fill the next empty slot.

When there is clear, unambiguous policy spelling out expectations, management is certainly within their rights to reprimand and remediate. If such a policy is in place, even in its earliest formats and rough drafts, and an employee does not respond or honor it, you will immediately have some excellent information. This information becomes worthwhile criteria for documentations, reprimands, trainings, remediations, or removals. Include your legal staff and HR management to organize the paper documentation chain to support and maintain the policy. A written policy is mandatory when dealing with an Emotional Terrorist or they will turn the problem back on you.

A document may include the following attributes:

• We (the organization, the members of the task force, the department, individuals) set the policy on this date

• This is the policy (full written document/history/mission/statistics/justification)

• The policy was explained to all employees on this date (trainings)

• Opportunity for training and advanced information was provided in this format

• Ongoing and secondary training options were available and recommended to all employees

• This worker did not respond/or responded in specific manners not within expected levels (document specifics and how it links to policy)

• This worker was individually encouraged to review expectations and given ample opportunity to gather increased information, training, mentorship, or other third party assistance in achieving adequate standards (options offered , dates, training opportunities, private meetings, consultations, EAPs, etc.)

• Policy on Adequacy Standards Repeated (clarify expectations between the A+ and the C- expectations of compliance to policy)

• This worker was encouraged to attend specific trainings or learn specific procedures to assist in their getting on board with these opportunities. All impediments to their participation were removed in the following way (time off, transportation, per diem, etc.)

• This worker was again encouraged to attend special trainings or procedures to assist in their getting on board with these opportunities. All impediments to their participation were removed in the following way (time off, transportation, per diem, etc).

• The worker did not respond (specific non-compliance reports )

• The worker was given another good faith fair warning, clarification and opportunity to address expectations (List next trainings, individual meetings, consultations, educational opportunities offered)

• Compliance successful (date, examples, support evidence)

• Compliance failed (date, examples, support evidence)

• Recommend extended training or dismissal (The organization must determine the cost variances and value added benefits of ongoing extended training for behavior adaptation over the costs of rehiring or re-training another employee.)

Documentation Example

1. ______(company name)__________ established a_____(policy name )__ on __(date)

2. A copy of the policy is attached

3. Trainings on this policy were given to all employees on ____ ( dates ) _______

4. Ongoing training was offered to all employees and announced through the following communications and in the following formats: ______ (formats) ________, ________ ( advertising) ________________

5. ____ ( name ) _____ did not respond to the company expectations for this policy within expected levels (document specifics and how it links to policy, including a section on "intangibles, impressions , and intuitions")

6. _____ ( name ) _____ was individually encouraged to review expectations and given ample opportunity to gather increased information, training, mentorship, or other third party assistance in achieving adequate standards (options offered, dates, training opportunities, private meetings, consultations, EAPs, etc.)

7. Policy on Adequacy Standards and Expectations were reviewed and repeated on the following dates in the format specified: _____ ( dates ) ______

8. _____ ( name ) _____ was encouraged to attend special trainings and offered mentored or tutorial procedures to assist compliance by__________

9. Any reported impediments to their participation was removed in the following way (time off, transportation, per diem, etc.)

10. _____ ( name ) _____ was again encouraged to attend special trainings or procedures to assist in compliance and impediments to their participation was removed in the following way (time off, transportation, per diem, etc.)

11. _____ ( name ) _____ responded with/ did not respond (specific non-compliance reports)

12. _____ ( name ) _____ was given another good faith fair warning, clarification and opportunity to address expectations (List next trainings, individual meetings, consultations, educational opportunities offered)

13. Compliance successful (date, examples, support evidence)

14. Compliance failed (date, examples, support evidence)

15. Costs associated with non-compliance to policy to date (The organization must determine the cost variances and value added benefits of ongoing extended training for behavior adaptation over the costs of rehiring or re-training another employee.)

16. Recommendations

17. Notifications

18. Signatures, Witnesses, Additional Information

19. Follow-up