Counseling the Problem Team Member

by Lidia Spencer.
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If you consider the areas in which you can counsel, the process is very similar to the coaching model with a few exceptions.

  1. Make sure you have the facts, not just rumors, or worse yet, personal opinions.
  2. Let the person know that the behavior is not just below par, but is unacceptable.
  3. Make sure that you are treating all individuals the same.
  4. Give the person examples, times, and places of the observed problem.
  5. Show the person how the observed behavior conflicts with acceptable practices or company policy.
  6. Let the person know that failure to correct the behavior will result in dismissal.
  7. Watch for any indication that this behavior is based on an area you should not be counseling.
  8. 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.
  9. Control your own emotions and language. Discuss the subject as it relates to business and job function ONLY.
  10. Document and date everything and provide a copy to the employee and to your management
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