OK, on the serious side. I think it is really hard to pick out one employee and admonish them. They many times will just think to themselves "Well, so and so is just as bad! Why isn't she in here ?" I have learned it is more productive to hold an office meeting with all the staff and raise your concerns to everybody. If you say something like, "Gang, I know we all like to come to work in a pleasant environment and there is nothing wrong with having a little fun here as well. But there is a time and a place for everything and getting the work done and done right comes first. There have to be some boundaries or the entire practice suffers. I am concerned because I feel some of you are crossing those boundaries. Here are some things I think we need to work on..... I would like to see these things change or my only recourse will be for me to make changes which none of you will like." This also gives the other employees the opening to say to the incessant talker and giggler, "Sorry, So and so but I can't talk to you right now. I have to get this or that done or, like Doc said, there will be Hell to pay".
Regardless, make sure you document completely any of these encounters with the employees singly or en masse. If you end up having to fire one and they file for unemployment benefits or charge you with unfair discharge then you can show that you did indeed discuss their behavior on several occasions prior to dismissing them and gave them warnings regarding their poor performance.
