I cannot stress enough that whenever you are documenting the disciplinary process, you should lead into the specifics and then focus on them. The more detailed—clear, objective, and complete—the documentation is, the better. Precise, defensible language is your ally here, as is language that makes an impact on the employee. You want to convey whatever information is needed to resolve the issue, and you want to do so in a way that sparks the employee’s motivation and then continues to fuel it. Remember: the commitment to change must be intense and lasting; it has to survive the difficulties the employee may encounter later, when trying to modify his or her behavior.

Defensible Language

Defensible language means language ...

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