When a supervisor suspects a problem with a troubled employee,what should be his/her first step?

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Documenting the problem should be the first step. This ensures that there is a clear record of any issues and provides evidence if formal disciplinary action needs to be taken. It also serves as a reference for future discussions or meetings with the employee. Confronting the employee immediately may not be advisable without proper evidence/documentation. Referring the employee to counseling may be a good next step, but the supervisor should have some evidence or documentation of the problem to provide context to the counselor. Threatening the employee with termination should be avoided until all other options have been exhausted.

When a Supervisor Suspects a Problem with a Troubled Employee,what