Whether using coaching or discipline to manage employee behavior in the healthcare industry, a more nuanced approach is required, one that emphasizes the value of privacy, open communication, and a constructive feedback mechanism. Clear expectations, rules, and procedures should be communicated from the start, and to protect the employee's dignity, disciplinary or coaching conversations should take place in private (Griffith & Dunham, 2019). Feedback should be more behavior-focused than personality-focused, with the goal of preserving business relationships while promoting staff development. Adopting a progressive disciplinary strategy guarantees fairness and consistency in the process by starting with verbal warnings and working up to more severe penalties. It is imperative to furnish precise illustrations and feasible measures for enhancement, maybe encompassing further instruction or materials. Setting specific goals and conducting frequent progress evaluations provide for efficient staff support and supervision