When it comes to correcting inappropriate workplace behavior, my favorite strategy is straightforward: I intervene early and often. It’s not just a method—it’s a mindset, and it’s been one of the most effective tools in my HR toolkit.
The “Early” Part: Nip Workplace Behavior in the Bud
When it comes to workplace behavior, I don’t wait until someone crosses a glaring line. If I spot something that doesn’t sit right—whether a questionable comment, subtle exclusion, or any behavior that chips away at a healthy workplace culture—I act fast. Addressing it early helps prevent it from turning into a recurring issue.
And I never do it publicly unless physical or psychological safety requires it. I pull the person aside privately and keep the tone calm and conversational. Something like, “Hey, I noticed you said X earlier, and that’s not cool here. Let me share (or remind you) why.”
More often than not, that quick, respectful chat is all it takes.
Address the issue in the manner you would want a supervisor to address it with you—clear, concise, specific, privately, and not making a big deal out of it.
Tara Bethell
The “Often” Part: Set the Standard for Workplace Behavior
If the behavior repeats, I don’t shy away from following up. That’s when I introduce the “often” part of the strategy. Depending on the severity, it may start with a verbal warning and then a documentation email to confirm the conversation. Here’s an example:
“This email is to confirm that you and I talked about you not making inappropriate jokes at work after the incident at the weekly staff meeting today. You committed to not making these types of jokes at work in the future.”
No threats. No drama. Just clarity. That’s key in coaching employees effectively.
Catching the Subtle Patterns in Workplace Behavior
Sometimes the issues are subtle—like when someone consistently defers to the highest-ranking man in the room during discussions. This might not raise red flags at first. However, over time, those little patterns shape culture. Left unchecked, they build resentment or lead to impulsive, emotional responses from others. Addressing the issue early gives the person a chance to self-correct without public embarrassment or conflict escalation.
The “early and often” chats help deter inappropriate behavior from the start.
Tara Bethell
Why this Approach to Workplace Behavior Works
This approach isn’t about being the behavior police—it’s about reinforcing values and setting a tone of mutual respect. It’s also a great alternative to overly formal warnings for minor infractions. I don’t want employees to feel blindsided or “coached out.” Instead, I want them to feel seen, respected, and trusted to do better.
It also builds consistency. I don’t wait until something major happens. Rather, I calmly and privately reinforce what’s acceptable and what’s not. It’s amazing how far that can go in shaping a healthy, inclusive culture.
Best Practices to Keep in Mind
If you’re looking to build a similar approach in your own workplace, here are a few tips:
- Act early – Don’t wait for the perfect moment or a big infraction. If it feels off, it probably is.
- Be specific – Name the behavior, not the person.
- Stay private – Public corrections can backfire unless absolutely necessary.
- Document clearly – A short follow-up email creates shared clarity.
- Lead with respect – The goal is correction, not confrontation.
Wrapping It Up
Progressive discipline is always an option, but in my experience, most professionals respond well to respectful course correction. When you address behavior early and consistently, you reduce the likelihood of bigger problems later.
Want to build a culture where feedback is natural and behavior is aligned with your values? Start by talking early, talking often, and always leading with respect.
Need help turning early and often into a leadership habit across your team?
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