When dealing with minor workplace infractions, what type of questions should be asked?

When addressing minor workplace infractions, training-related questions are particularly effective as they focus on understanding whether the employee has received adequate training to perform their job duties competently. This type of inquiry encourages an examination of whether the employee was equipped with the necessary knowledge and skills to avoid the infraction in the first place.

By seeking clarity on training-related aspects, a manager can identify gaps in the employee’s understanding or skills and determine if additional training is necessary. This approach fosters a supportive environment aimed at correction rather than punishment, which can lead to more effective long-term outcomes.

Performance-related questions could aim to assess the employee's productivity and success in fulfilling job responsibilities but may not directly address the root cause of minor infractions. Behavioral questions focus on the employee's conduct in various situations, which could be relevant but may not directly tie back to whether they received sufficient training. Disciplinary questions typically concern violations of policy or conduct and are more appropriate for more severe infractions rather than minor ones.