What should a supervisor do if they witness employee misconduct?

A supervisor witnessing employee misconduct has a responsibility to address the situation in a manner that is professional and adhering to company policy. Reporting the incident to Human Resources and accurately documenting the observations represents a structured and formal approach to managing misconduct.

This method ensures that the issue is logged officially and can be dealt with appropriately according to company guidelines. It allows for a thorough investigation to be carried out, protecting both the employees involved and the integrity of the workplace. Accurate documentation is crucial, as it creates an official record that can be referred back to if further action or follow-up is needed. Handling misconduct as a serious issue fosters a culture of accountability, which is important for maintaining a healthy work environment.

In contrast, confronting the employee in front of their peers may lead to embarrassment or resentment, undermining team morale and trust. Ignoring the behavior could allow the misconduct to continue, potentially creating a toxic work environment or leading to further issues down the line. Handling the situation informally with a warning might not provide the necessary corrective action, and could leave serious infractions unaddressed. Using the formal reporting and documentation process ensures that all actions taken are within the bounds of company procedure.