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Meeting plan for highlighting poor behaviour

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Our Meeting Plan for Highlighting Poor Behaviour Template streamlines discussions, addressing behavioural issues constructively for a positive work culture.


Reading time
How long to understand and implement this template?
5 mins
Word count
How many words in this template?
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What is a Meeting plan for highlighting poor behaviour?

The purpose of a Meeting Plan for Highlighting Poor Behaviour Template is to provide a structured and organized approach for addressing and discussing poor behavior or disruptive actions with an employee or team member.

The template outlines key steps and guidelines to follow during the meeting, such as choosing the right time and place, remaining composed, focusing on specific behaviours, using "I" statements, active listening, expressing the impact, offering solutions and support, setting clear expectations, and documenting the discussion for future reference.

The meeting plan template helps ensure a constructive and fair conversation, fostering open communication, and addressing behavioral issues effectively to promote a positive work environment and productivity.

Best practice timescale for this to be issued
When should this template be issued?
Prior to carrying out the meeting
Issued by who, to whom
Who should issue this template, and to whom?
The Employer (you) to the Employee
Applicable legal jurisdictions
In which jurisdictions can this template be used?
Great Britain & NI (United Kingdom), Worldwide

What legislation and best practice guidelines have been taken into account in the development of this template?

United Kingdom
  • Employment Rights Act 1996: Provides guidelines for conducting fair and reasonable disciplinary procedures and promoting effective communication between employers and employees.

  • Equality Act 2010: Ensures fair treatment during disciplinary processes, prohibiting discrimination based on protected characteristics when addressing poor behavior.

  • ACAS Code of Practice on Disciplinary and Grievance Procedures: Offers best practices for handling disciplinary matters, emphasizing the importance of constructive communication and fair treatment.

  • Data Protection Act 2018: Ensures that employee data related to disciplinary discussions, including poor behavior concerns, is handled securely and confidentially.

Other territories

Consult your jurisdiction's employment legislation or labor laws to ensure compliance with the template. Review the language for local precision.

Meeting plan for highlighting poor behaviour

Having a conversation with someone who can be disruptive in an office environment requires tact, empathy, and effective communication skills. Here are some suggestions to help you navigate such a conversation.

Remember, maintaining a professional and respectful approach throughout the conversation is key. Your goal should be to foster a constructive dialogue and find a resolution that benefits everyone involved.

  1. Choose the right time and place: Find a suitable time and a private location where both of you can speak without distractions or interruptions.

  2. Remain calm and composed: Approach the conversation with a calm and positive demeanor. Avoid being confrontational or aggressive, as it may escalate the situation.

  3. Focus on specific behaviours: Instead of attacking the person's character, address specific behaviours that are causing disruption. Be specific, objective, and provide examples of incidents that illustrate the issue.

  4. Use "I" statements: Frame your concerns using "I" statements to express how the behaviour affects you or others. For example, say, "I feel distracted and find it challenging to concentrate when there's loud noise in the office."

  5. Listen actively: Allow the other person to express their perspective and concerns. Listen actively, without interrupting, and demonstrate empathy by acknowledging their viewpoint.

  6. Express the impact: Explain the consequences of their disruptive behaviour on productivity, teamwork, and overall office environment. Help them understand the negative effects their actions may have on others.

  7. Offer solutions: Collaboratively brainstorm potential solutions or alternatives that could mitigate the disruptive behaviour. Encourage their input and suggestions to foster a sense of ownership in finding a resolution.

  8. Provide support and resources: If appropriate, offer assistance or suggest resources that can help the person improve their behaviour. This could include training programs, workshops, or access to relevant information.

  9. Set clear expectations: Clearly communicate the expected behaviour in the office and the potential consequences if the disruptive behaviour continues. Ensure that both parties have a mutual understanding of the desired outcome.

  10. Follow up and document: After the conversation, follow up with the person to check on their progress. If the behaviour persists, document the incidents and consult with your supervisor or HR department to explore further steps.

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Meeting plan for highlighting poor behaviour
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