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