Be consistent in your approach - consistency is one of the hallmarks of effective management of misconduct.  Treat all employees equally, keep them informed and ensure a careful and full investigation of all cases of misconduct without prejudice.  You will soon lose respect from employees if someone is treated differently to someone else for doing the same thing.

Keep things confidential - it is important that all information is dealt with in a confidential manner and you talk to individuals in private.

Know your own business policies and procedures and follow them!

Never confront someone in anger - do not let performance management become an emotional situation.

Use your probationary period effectively - sometimes we have employees that are not right for the business from the start, but we tell ourselves they are new and will improve.  Proactively manage their performance from day one and if they don’t improve end their contract during this period with appropriate advice.