I have a staff member who is prone to lie. Lies have included things like:
1) "I sent the documents to so-and-so" without having delivered the documents.
2) "I am waiting on info from so-and-so" when the staff member has not asked so-and-so for info.
3) "So-and-so never asked me to do XYZ" even though they had been asked.
In the past, I have handled this via feedback - specific to the task - not the lie. I have provided feedback 3 times. If it continues, I plan to address the pattern, but I plan to provide feedback related to the repeated task issues - not the lie. Am I wrong for not addressing the lie specifically? My thought for feedback on the pattern is something like, "When you repeatedly forget small tasks, it degrades my ability to trust you. This has become a pattern and I am concerned. What can you do to improve?" Because we are not talking about the lie, the answer is likely to be "take better notes" or who knows what - but it won't yield a statement like "admit when I haven't finished something." I am treating this like feedback for getting angry - focus on the raised voice not the anger. Lying is not an emotion; it is a behavior. I struggle with the idea of saying "When you lie, it degrades my ability to trust you. Can you do better?"
This article got me thinking I might be on the wrong path: http://www.forbes.com/sites/travisbradberry/2016/04/05/what-to-do-when-y...
Am I right to focus on the task instead of the lie? What do y'all think?