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6. The critical incident log provides the required performance or behavior documentation necessary for a manager to take disciplinary action with an employee.

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6. The critical incident log provides the required performance or behavior documentation necessary for a manager to take disciplinary action with an employee.

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5. It gives her the opportunity to get to know each worker, to provide coaching and guidance; and to get feedback on what is working well and what is not.

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5. It gives her the opportunity to get to know each worker, to provide coaching and guidance; and to get feedback on what is working well and what is not.

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4. It is an effective relationship building tool because the manager must spend more time in the work area observing and interacting with employees, rather than in his or her office. 

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4. It is an effective relationship building tool because the manager must spend more time in the work area observing and interacting with employees, rather than in his or her office. 

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3. It is based on direct observation by the manager and not second-hand accounts

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3. It is based on direct observation by the manager and not second-hand accounts

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2. It focuses on the essential duties of an employee’s job and how well the employee performs those duties.

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2. It focuses on the essential duties of an employee’s job and how well the employee performs those duties.

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 Critical incident documentation can identify areas where workers routinely have problems; where the work flow backs up; or where safety or security issues occur. The manager can interview those involved to collect information to supplement his own observations of the incident to help clarify the problem and identify solutions.

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 Critical incident documentation can identify areas where workers routinely have problems; where the work flow backs up; or where safety or security issues occur. The manager can interview those involved to collect information to supplement his own observations of the incident to help clarify the problem and identify solutions.

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Some managers encourage employees to record their own critical incidents (where the employee excelled, situations that did not go well). That's an interesting variation that places more responsibility with the employee, and also does not require the manager to have been present when the incident occurred.

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Some managers encourage employees to record their own critical incidents (where the employee excelled, situations that did not go well). That's an interesting variation that places more responsibility with the employee, and also does not require the manager to have been present when the incident occurred.

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The use of critical incidents is more demanding of the manager since it requires more than ticking off things on a form -- the manager must actually write things out. On the other hand critical incidents can be exceedingly useful in helping employees improve since the information in them is more detailed an specific than in methods that involve rating employees.

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The use of critical incidents is more demanding of the manager since it requires more than ticking off things on a form -- the manager must actually write things out. On the other hand critical incidents can be exceedingly useful in helping employees improve since the information in them is more detailed an specific than in methods that involve rating employees.

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It's a method used to evaluate the employee using his or her positive or negative performances. It's recommended to do it every 6 months using the employee latter's performance as an incident example.

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It's a method used to evaluate the employee using his or her positive or negative performances. It's recommended to do it every 6 months using the employee latter's performance as an incident example.