Leadership Tip of the Day for Busy Leaders: Employee Discipline Procedures
Join Bob and Jed this week, as they talk about Employee Discipline, and how to do it properly. No one likes it, and many managers don’t fully think through all the way through it, and make it much harder on themselves.
Monday’s Tip (Employee Discipline Procedures): Make sure Expectations are Clear. You can’t take people to task for things they didn’t know they were accountable for. Make sure you have articulated clear expectations, and are continually refining them.
Tuesday’s Tip (Employee Discipline Procedures): Document Everything, Every Time. Keep a file on each employee, and record everything related to performance – even if it is just a verbal conversation.
Wednesday’s Tip (Employee Discipline Procedures): Have a Process for Discipline. You can’t improvise progressive discipline. You must think through ahead of time the possible courses of action and outcomes of your decisions.
Thursday’s Tip (Employee Discipline Procedures): No Surprises. If you communicate properly, then when you’re put in a position where you have to take corrective action, the employee won’t be surprised. This will make your life much easier.
Friday’s Tip (Employee Discipline Procedures): Do it for the sake of your good performers. Often employee discipline and/or terminations are met with a chorus of “What took you so long” from other workers. You owe it to them to deal with problem performers.
3 Things to remember about Employee Discipline Procedures:
1. Document everything, every time, always. You need this to mitigate the risk of harassment or wrongful dismissal claims. It’s also good practice.
2. Don’t over or under react to a situation. Make sure the action you take is in line with the nature of the transgression
3. Don’t make it personal. It makes it much easier for all concerned if you can adequately detach personalities from the situation.
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