video1.0<iframe src="https://www.loom.com/embed/775f0b3e7dc445d39f41347e7dffd872" frameborder="0" width="5120" height="3840" webkitallowfullscreen mozallowfullscreen allowfullscreen></iframe>38405120Loomhttps://www.loom.com38405120https://cdn.loom.com/sessions/thumbnails/775f0b3e7dc445d39f41347e7dffd872-3baa13f4c03fc601.gif248.133In 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.