- 1). Review your employee relations strategy and workplace safety measures. Confronting an employee requires that you remove the element of confrontation from your impending discussion. If the employee issue you need to address involves a specific department or manager, get basic information from the supervisor, manager or other employees. However, don't allow the information you glean from other sources to create any bias before you have an opportunity to speak with the employee.
- 2). Enlist the assistance of your company's security officer if the matter poses a threat to your well-being or overall workplace safety. A confrontation that involves safety issues could arise from involuntarily termination, disciplinary action or another matter where the employee feels he's been victimized.
- 3). Create a safe environment to conduct your meeting with the employee. A meeting previously considered a confrontation should not be on the department floor. Invite the employee to your office or another private setting where you can discuss the situation without distractions or interruptions.
- 4). Begin the meeting with an explanation about why you deemed it necessary. Explain the purpose of the meeting, as well as the expected outcomes. Encourage two-way, respectful communication and counter potential emotions with a reminder that your job is to identify and resolve employee issues. Speak in a calm yet authoritative manner, and maintain control of the meeting. Do not allow the employee to take control of the meeting.
- 5). Conclude the meeting with a plan to move forward. If that plan includes termination or disciplinary action, provide the employee with justifiable reasons for your decision. If your explanation causes frustration or uncontrollable emotion, call for assistance from another human resources staff member or manager. If possible, give the employee time away from the workplace to consider his actions and engage in self-help to manage his response to workplace situations that created the need for a confrontation.
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