Constructive confrontation can eliminate the need for formal reprimands, but sometimes you have no choice. If you have tried to address a problem and the employee's difficult behavior continues, any reprimand or communication from then on must be documented according to your human resources department's standards.
1. Tell reprimanded employees that if they do not improve they will receive disciplinary action, which could include termination.
2. Make each feedback session with an employee a performance review. Set clear and measurable expectations for improvement at each session.
3. If performance improves, offer positive feedback in public. However, deliver any reprimands for lack of improvement in private.
4. If improvement is not made within an agreed on period of time, the countdown begins. Give the employee three chances to turn his behavior around.
5. If the employee does not succeed on the third try, begin the termination process.