Counseling
the Problem Team Member
If you consider the areas in which you can counsel, the
process is very similar to the coaching model with a few exceptions.
-
Make sure you have the facts, not just rumors, or worse yet,
personal opinions.
-
Let the person know that the behavior is not just below par,
but is unacceptable.
-
Make sure that you are treating all individuals the
same.
-
Give the person examples, times, and places of the observed
problem.
-
Show the person how the observed behavior conflicts with
acceptable practices or company policy.
-
Let the person know that failure to correct the behavior
will result in dismissal.
-
Watch for any indication that this behavior is based on an
area you should not be counseling.
-
Allow enough time to correct the problem. You cannot tell
the person of a problem one day and dismiss him or her the next day. Given the
realities of business, the law requires a reasonable time for correction.
-
Control your own emotions and language. Discuss the subject
as it relates to business and job function ONLY.
-
Document and date everything and provide a copy to the
employee and to your management.