- 1). Be timely when offering constructive feedback. If an employee has broken a rule or is behaving contrary to company policy, bring it to his attention as soon as you can. Immediate discussion is much more effective than waiting until two months have passed and he has forgotten all about the incident.
- 2). Put down all of the facts in writing. Many companies have a form for employee evaluations. Use this form if it is available to you. If you have no form, write all the facts about the employee's behavior, the relevant rules the behavior contradicts and what you expect the employee to do about the situation.
- 3). Speak with the employee in unemotional terms. You may be angry about the situation, but angry confrontation will rarely produce the desired result. Calmly discuss with the employee the reasoning behind your decisions, and require that she respond in a similar manner.
- 4). Explain to the employee that there are better ways of handling a particular situation. Recommend alternative actions that he can take in the future. Role-play responses, if necessary, to illustrate what is acceptable behavior and what is not.
- 5). Lay out a clear path that the employee is expected to follow to improve the behavior, and let him know the consequences for not following the rules in any future situation.
- 6). Recognize any good behavior that your worker has exhibited in this same time period. Let her know that you are aware of all her behavior, not just the actions that break the rules.
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