Have documentation available to serve as a basis for the discussion. Seek the input from the employee about the cause of the problem. Clarify the employee's understanding of your expectations concerning the situation. Let the employee know that possible disciplinary action may follow if the problem is not corrected. Try to get a commitment from the employee to resolve the problem.
Schedule follow up with the employee.
The purpose of this discussion is to alleviate any misunderstandings and clarify the direction for necessary and successful correction. If some progress is seen, this counseling step can be repeated to allow the employee full opportunity to correct the problem. It is not necessary to document the counseling session as it is considered an informal step in progressive discipline. However, a brief statement confirming the subject matter discussed and the agreed upon course of action to correct the problem can be noted in a short memo to the employee. Written warning Initiate this step by repeating the process used in the counseling step , i.e., talk before preparing any written action.