Over the last few weeks, we’ve talked about:

• Defining the role - Offer letter to candidate and Job Descriptions

• Locking in expectations - Training documents

• Reviewing performance consistently - T.L.A. (Talk Listen and Act) & J.R.D. (Job Review Discussion)

(If you missed any of those newsletters, you can find them here)

Now, we’re moving into corrective action. Here’s how most owners handle discipline:

Something goes wrong.
They get frustrated.
They warn the employee verbally, while still upset.
They get frustrated again.
They fire them.

No documentation.
No retraining.
No structure.

And when the employee pushes back — or worse, files a claim — the owner has nothing but memory.

That’s not leadership. That’s exposure.

I’m going to walk you through step by step how I go about this process in each one of my businesses. Stick with me to the end for your own downloadable Corrective Action Forms. ↓↓↓

The Discipline Ladder

Corrective action is a system, not a mood.

You hire good staff member. You train them. Now they mess up.

Step 1: Verbal Correction

You say:
“Hey, let’s talk about this.”

No drama. Just gentle correction.

You document:
“On February 4th, I had a conversation with ____ regarding ____.”

Short. Factual. File it.

(At the bottom of this e-mail you will find a Verbal Counseling Document)

Step 2: Retrain on the Specific Issue

Not general training. Specific retraining on the issue that failed.

Then document on your verbal counseling document:

• What you retrained them on

• When

• What standard was reviewed

This can be a 2–3 minute write-up.

File it.

Step 3: Written Warning

They do it again? Now it’s a written warning.

You document:

• The repeated issue

• Prior conversations

• Prior retraining

You retrain again. You document again.

(At the bottom of this e-mail you will find a Written Counseling Document)

Step 4: Suspension (3 Days, No Pay)

Still happens? Now we’re serious.

Three-day unpaid suspension.

Document:

• Why

• Prior corrective steps

• What must change

When they return? Retrain again. Document again.

Step 5: Termination

If after all that they still refuse or fail to meet standard? You terminate.

And if they file a lawsuit? You don’t argue. You pull the file.

Inside that file is:

• Verbal correction documented

• Conversation documented

• Retraining documented

• Written warning documented

• Suspension documented

• Final retraining documented

That’s not emotion. That’s procedure.

Why This Protects You

Most owners terminate too early — or without documentation. That creates risk.

This system proves:

• They were trained.

• They were corrected.

• They were retrained.

• They were warned.

• They were given opportunity.

• They failed to meet written standards.

That protects:

• You

• The business

• Your other employees

Important: This Isn’t About Punishment

This system does something powerful: It gives people every chance to succeed.

But it also makes it clear: Standards matter.

And if someone chooses not to meet them, the paper trail speaks for itself

The FULL Corrective Action Stack

• Verbal Counseling Form

• Written Counseling Form

• Final Written Counseling

• Termination Record

Use it. Train your managers on it. And file everything in one place.

Because if it’s not documented — It didn’t happen.

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To your success - one brick at a time,

P.S. Firing someone without documentation feels powerful in the moment. It feels reckless in court.

P.P.S. The goal isn’t to fire faster. The goal is to correct better — and protect yourself if correction fails.