{"type":"video","version":"1.0","html":"<iframe src=\"https://www.loom.com/embed/775f0b3e7dc445d39f41347e7dffd872\" frameborder=\"0\" width=\"5120\" height=\"3840\" webkitallowfullscreen mozallowfullscreen allowfullscreen></iframe>","height":3840,"width":5120,"provider_name":"Loom","provider_url":"https://www.loom.com","thumbnail_height":3840,"thumbnail_width":5120,"thumbnail_url":"https://cdn.loom.com/sessions/thumbnails/775f0b3e7dc445d39f41347e7dffd872-3baa13f4c03fc601.gif","duration":248.133,"title":"Handling Disciplinary Conversations with Facts Accountability 🗂️","description":"In this Loom, I talk about how to handle difficult conversations when you need to give disciplinary action or written warnings. I stress that you must build your case first, using facts and behavior, and explain why it is becoming detrimental to the team. In the office, I give the person the chance to speak first, and I base everything on examples with dates and what was said. I also remind you to take notes and keep the process role dependent for senior managers versus apprentices. No specific action is requested, beyond being well prepared and documenting clearly."}