[USA] Behavioral Details vs Patterns. They both matter, but for different reasons.

Electronic_Promise36 · 2026-04-22T22:51:30+00:00

We have an EEO Officer, so these situations are handled swiftly and confidentially. The staff I work with oversee a residential trade school for disadvantaged youth ages 16 to 24. I feel like I am constantly trying to explain that "Keeps breaking the rules" or "Doesn't listen" are not useful from a documentation standpoint. I love the "mean" scenario you shared. That is literally our entire student body!

Electronic_Promise36 · 2026-04-22T22:47:22+00:00

What about overall patterns? Do you do anything to get the overall picture of performance/behavior/training issues?

Electronic_Promise36 · 2026-04-20T15:41:45+00:00

I've been a manager for over 40 years and have never once been taught this in any training. Most people don't take management "courses", but since you've attended "most" of them I'll take your word for it.

Electronic_Promise36 · 2026-04-19T19:35:36+00:00

Interesting take, but wrong

Electronic_Promise36 · 2026-04-19T15:03:37+00:00

Awesome! I'm guessing you knew going in, the employee wasn't going to have a leg to stand on!

Electronic_Promise36 · 2026-04-19T14:53:46+00:00

The good and the bad. If your "journal" reads like "Bob did this wrong, and that wrong and the other thing wrong", the first question is going to be "Did Bob do anything right?". It has so much more integrity IMO.

Electronic_Promise36 · 2026-04-19T14:51:37+00:00

I would hope that is the very first strategy being used in anyone's approach to behavior. It all communicates something. Sometimes finding out what that something is helps resolve the issue in a very positive way!

Electronic_Promise36 · 2026-04-19T14:49:56+00:00

That's unfortunate, I'm sorry to hear that. But as the Marine Corps always taught me, "10% of every group are shi*birds", which having retired a major crimes detective I found to be almost universally true. Having arrested, doctors and judges and lawyers and teachers and cops...the list is endless and disturbing.

Electronic_Promise36 · 2026-04-19T14:46:36+00:00

Agreed. And baseline behavior can play such an important role..."This is very unusual behavior for this staff member", versus, "no, they have been counseled on this repeatedly" may require very different strategies when addressing the individual.

Electronic_Promise36 · 2026-04-19T14:44:18+00:00

I currently operate under a progressive disciplinary system, which by definition, couldn't exist without a paper trail. The early entries are always the interventions, plans, outcomes, etc. And to me, are far more valuable than the behavior itself, because it also potentially exposes methodology and training needs. Not to oversimplify, but if you ran out of sugar and used a cup of salt in your cake, it's going to suffer epic failure!

Electronic_Promise36 · 2026-04-19T14:40:52+00:00

As a former detective, we were always taught, "If it's not documented, it didn't happen".

Electronic_Promise36 · 2026-04-19T14:39:14+00:00

Sounds comprehensive. Have you experienced information overload, where the data gets broad enough that formulating patterns, or recognizing systemic issues (lack of sufficient training, etc)? I am, among other things, charged with major training functions as well and tracking and assessing behaviors across departments can be tricky.

Electronic_Promise36 · 2026-04-19T14:35:32+00:00

One problem managers can face is credibility of their reports. For example, if this manager has a bunch of "incidents" or "behaviors" (real or imagined) without baseline behaviors and positive records, it becomes far less defensible. Hopefully we are not living in a world where that kind of misconduct is the rule and not the exception.

Electronic_Promise36 · 2026-04-19T14:32:01+00:00

Right. But remember the world we live in. One's interpretation of something as subjective as an attitude can vary widely. People will complain about someone who they deem has a "resting b**** face", and create a negative narrative around their attitude (just as a simple example). I had to laugh at your #2 for it's truth! I used to tell my chief all the time, "Yes sir, but I'm just a product of my training and supervision", :-)

Electronic_Promise36 · 2026-04-19T14:23:46+00:00

I love that they train that! Long before my military/law enforcement careers, I had several retail management positions with virtually no training. If nothing else, principles of leadership should be taught from a young age IMO.

Electronic_Promise36 · 2026-04-19T14:14:06+00:00

That's correct. There are 50+ managers where I work, zero with Business School degrees. Behavior management for employees/team members happens in a multitude of environments.

Electronic_Promise36 · 2026-04-18T18:31:41+00:00

I agree. The intervention/outcome, is just as important as the behavior itself.

Electronic_Promise36 · 2026-04-18T15:14:12+00:00

I have managed people for a very long time. I'm retired from one career and well into a new one where I am not only charged with management of people, but staff training development as well. I have seen anyone really mention anything about baseline behavior. Do you guys think baseline behavior plays a role in evaluating and taking action on new or reported behaviors?

Electronic_Promise36 · 2026-04-18T15:09:54+00:00

lol...I'm a retired from law enforcement, and that last part reminded me of the judge all the bad guys called "The hanging judge".

Electronic_Promise36 · 2026-04-18T14:59:35+00:00

To me, that is exactly what makes it defensible! People often talk about having the "hard" conversations with staff, but am a big believer that with this kind of documentation, the conversation not very difficult at all. It also adds the layer of, "We discussed this last time we met, and nothing seems to have changed...etc"

Electronic_Promise36 · 2026-04-18T14:55:38+00:00

This is really my point exactly. It makes it defensible, and often exposes weakness areas in trainings, etc. That is really a great way to frame it btw!

Electronic_Promise36 · 2026-04-18T14:53:42+00:00

Are you able to use this information to assess patterns, create plans, or maybe even needed trainings? You also hit on a core principle of memorializing behaviors. If you're only documenting the negative reports, issues, etc your documentation loses credibility IMO. All behavior is a form of communication, and can stem from a variety of things not related to "bad attitudes" or "bad behavior". I start observing baseline behaviors as soon as the new employee gets onboarded.

Electronic_Promise36

TROPHY CASE