How to Manage and Correct Employee Misconduct

2. Record your expectations. 

While clear requests are a good start, you can still fall into “I said, you said” possibility if the task was interpreted differently than you intended.

Instead of searching through meeting notes or emails, use project management software to assign and track tasks and deliverables like Basecamp or my personal favorite, Asana.

Using a cloud-based system to assign tasks allows the employees to ask clarifying questions, share updates and request more information. It also gives you a point of reference if there is a problem later on.

3. Address problems with facts. 

Even the best systems and clearest explanations are apt to some level of error, whether intentional or due to neglect. When it comes time to addressing mistakes or changes with your team stick to the facts.

There should be no ambiguity around the action and results expected when you refer back to the initial request and show documentation. Furthermore, by seeing that the request was clear, the expectation was documented and instruction was given, you’ll be able to more accurately identify the team members who are genuinely incompetent from those who simply misunderstood you.

With these steps, entrepreneurs can become empowered to make specific requests and a point of reference for any corrections.

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Photo: Zara

Kelly Azevedo is the founder of She’s Got Systems, a custom coaching program that leads clients to get support, documenting and dominating in their fields. She has worked in successful six-figure and million-dollar online businesses, helping owners create the systems to serve their startup needs.