Establishing consequences when CHOICES coaching doesn't work.

Matt Robinson avatar
Written by Matt Robinson
Updated over a week ago

OBSERVE the individual and record their specific actions in Upfront, marked as Misconduct.  

*It is critical that you ask the following questions verbatim and in order:

ASK: Do you mind if I ask you a few questions about <the matter you need to discuss>”?

SAY: “I noticed that you <state the specific, factual actions you observed>.”

ASK: “What was the commitment you made last time we talked about this?”

ASK: “What made you choose to break your commitment?” 

   If they offer reasons or excuses, do not engage. Focus on the choice they made.

ASK: “What is the expectation for <this specific matter>?” Keep asking until they say the expectation. 

   If they seem genuinely remorseful and their actions do not warrant termination,  

ASK: “What do you have to lose if you make this change?”

ASK: “What specific changes will you commit to, if any? When will you do it?” Agree on a reasonable re-commitment.

   If they make the same commitment as last time, ASK: “What will be different this          time?”

ASK: “What do you think should happen if you break your commitment again?” 

Confirm the appropriate consequence (if any), and express confidence.

If they are not remorseful, are unwilling to commit to changing, or if the matter is a terminable offense, 

ASK: “Your choices indicate that you don’t want to work here, so what do you think should happen now?”

Confirm the appropriate consequence. 

Remember, what you tolerate will continue. 

If an employee breaks a commitment made in a choices conversation, or if they violate an established company policy, their actions constitute willful misconduct for which there must be consequences.

Your goal is to establish a stronger commitment to the expected behavior, unless their actions warrant termination. They also need to know the next step you’ll take if they break their commitment again.

Scenarios: repeated occurrences of the same improper actions, insubordination, critical policy violation

NOTE: Make sure your mindset is positive and optimistic

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