Regardless of the type of employee problem, whether that be behavior, performance, or personal reasons, corrective action should consist of the following principles. It should be:

Corrective
Fair and equitable
Consistent
Have Due Process

It is important to remember that a supervisor does not have to discipline an employee for an infraction immediately. It is best for the supervisor to allow themselves time to cool off before making any decisions on how to move forward.

When a supervisor is ready to move forward, there are some simple but practical steps to follow when determining what type of corrective action needs to be taken, and how that is presented.

Investigate each incident regardless of how it first appears
- It is important to gather pertinent information and talk to the employee before disciplinary action is taken
Select an appropriate time and place to meet with the employee
- This should be in a private place, free from distractions
Document
- Be diligent in taking notes for your own recollection of what was discussed
Allow the employee to explain his/her understanding of the incident
- Allowing the employee a chance to voice their view of what happened could clear up misunderstandings you may have had. It also helps the employee to feel more valued and part of the process.
Listen
- Listen to what the employee has to say. Restate to them what you have heard to make sure you understand it and so they know you have heard them.
- After the employee has had a chance to share the supervisor must determine whether or not the employee’s actions warrant some sort of disciplinary action. If so, the supervisor should get agreement from the employee, if possible, that their actions were inappropriate.
Determine what type of corrective action should be taken
- This does not have to be the same day. Let the employee know that there will be a follow-up meeting to discuss how to move forward.
Confer with others
- If necessary, confer with your immediate supervisor before proceeding with the disciplinary action
Present the disciplinary action in a calm manner
- Remain objective
- Be to the point
- Present expectations for improvement
- Avoid criticizing
- Use “I” statements

Cooling Off Period

It is recommended that supervisors have a cooling off period between an employee incident and the delivery of the disciplinary action. All written warnings, suspensions, and terminations must be discussed with your direct supervisor prior to delivery. During this time the supervisor will allow themselves the chance to make sure that they have all the facts regarding the situation, that they are not speculating, and that their emotions are in-check prior to meeting with the employee.