P. 13 Step 4: Follow-up At the close of your meeting, write down an action plan, and schedule a follow-up meeting to review goals and progress. This will also provide you with a future opportunity to deal with any obstacles or stumbling blocks. Much of your follow-up plan will depend on your company’s performance management practices. Timing for follow-up will also depend on each specific situation. For example, chronic absenteeism may require a two-week follow-up period, whereas a one-month followup may be more appropriate for an employee exhibiting occasional inappropriate behavior. During the follow-up meeting, acknowledge improvements to help motivate the employee. If there are additional changes necessary, you may need to reassess some improvement time frames. Also let the employee know that your door is always open should he or she wish to have further discussions prior to the scheduled follow-up meeting. The best support you can provide your employee is consistent feedback and realistic expectations. Keep in mind that the EAP can complement, but not replace effective supervisory practices or disciplinary procedures. If you need further support or consultation in dealing with a difficult employee-related issue, consult with Human Resources.