There's no single answer for this one. Minor annoyances and transgressions can sometimes be ignored altogether. Major ones have to be addressed. Methods available might be the informal debrief in the bar but more official action could be offloading of the offender, cancellation of flight, inflight demotion, verbal warning followed by written (electronic) flight report, email etc. The difficult bit is dealing with the 'grey' areas. Do you start adding to the weight of somebody's personnel file for "minor" things? If someone is having a "bad day" should they, are you going to make them pay a visit to the office? Typically, cabin crew are poorly represented by unions and their managers are some of the most vindictive people imaginable who will ruin a person's promotion prospects for the most minor of reasons.
PM