Description

This is an advanced, practice-focused session. It starts at the decision point rather than at definitions: a manager already has a problem employee and must choose the right track, the right step, and the right words.
Using fictional composite cases, the session shows how to separate performance issues, conduct issues, and a pattern of toxic behavior; how to build a progressive discipline approach calibrated for toxicity; and how to write objective, factual documentation that describes behavior and its impact instead of attaching labels. Weak and strong write-ups are shown side by side, and the hardest moments of the disciplinary conversation (denial, deflection, and counter-accusation) are worked through with scripted responses.

Areas Covered in the Session:-

• Diagnosing the situation: performance, conduct, or a pattern of toxic behavior, and why choosing the wrong track weakens every step that follows
• Handling the high performer whose results hide the behavior
• Documentation that stays objective: behavior, not labels; impact stated as fact; linking incidents into a pattern over time
• Weak versus strong write-ups, side by side, using fictional composite cases
• A calibrated progressive discipline approach: when to escalate, when to skip a step, and how to stay consistent across similar cases
• Writing the warning: structure and wording choices that matter
• Preparing and running the disciplinary conversation, including responses to denial, deflection, and counter-accusation
• De-escalation when a meeting turns personal
• Follow-up after the meeting: monitoring change, handling pushback, and keeping the process consistent
• Two ready-to-use handouts: a behavior documentation template and a disciplinary conversation prep sheet.

Backgorund:-

Most managers and HR teams know exactly who the difficult person is. What they struggle with is the next step. The behavior is hard to pin to one incident, the person is often a strong performer, and the paperwork turns vague ("bad attitude", "not a team player") at the very moment it needs to be specific. Inconsistent steps and loose write-ups then slow everything down and wear away the trust of the rest of the team.
This session is built for professionals who already deal with these situations and want sharper judgment, tighter documentation, and stronger conversations.

Why You Should Attend:-

One vague write-up, one inconsistent step, or one conversation that turns personal can stall months of careful management. If someone read your current documentation cold, would it show a clear, factual pattern, or would it read as opinion?
Attendees leave able to:

• Choose the right track and the right step for a toxic employee, including when the person is a top performer.
• Turn weak, label-heavy notes into objective, factual entries that show a pattern over time.
• Prepare and run a disciplinary conversation that stays firm, respectful, and in control, even under pushback.
• Use two ready-to-use handouts, a behavior documentation template, and a conversation prep sheet the next time a difficult situation arrives.

Who Will Benefit:-

• HR professionals and HR business partners
• Employee relations specialists
• Managers, supervisors and team leads
• Senior managers and department heads

Organizations of all sizes and industries; HR, management and leadership associations and professional networks.