Employee Discipline – What is it?
Employee Discipline – What is it?
A company’s policy of discipline is to punish employees who fail to adhere to its rules, standards or policies. Traditional methods of disciplining employees, which are based on punishment, can encourage adversarial relationships between followers and leaders. Many companies are now using a more effective approach to discipline that recognises and encourages employees to support the company and its goals. Employees will have to see the difference between their actual and expected performance. Organisations need some type of discipline procedure. This can be formal or informal. It should have successively harsher penalties for repeat or more serious offenses.
A Quick Guide to Employee Discipline: What Every Manager Should Know
Discipline is not about punishment or dominance. It is about creating a work environment that is safe and enjoyable for employees and managers. Trust between employees and managers is the best foundation for discipline. Clear communication is key to ensuring discipline and consistency.
You need to create a plan that benefits everyone in order to keep the workplace orderly and respectful.
These are the steps to help you discipline your employee effectively
1. Learn the law about employee discipline.
Discipline comes in many forms depending on the issue or how often it occurs. You might receive coaching, or a written or verbal warning. Employers have some flexibility in choosing the approach they use.
Most of the time, however, it is up to the employer to decide whether or not you want to discipline the employee. However, it doesn’t mean that termination is a free for all. Once discipline has been initiated, there are many legal issues.
2. Establish clear guidelines for employees
It is important to be clear about your employment policies. It is impossible to start disciplining an employee for a behaviour that they don’t understand to be unacceptable. You should cover the following areas in your employee handbook: Employment at-will is not an federal law. It’s more of a common practice that business owners frequently adopt. Employers can fire an employee at any time, with or without notice. The same rights apply to employees who can also end their working relationship. This technique can only be used if you are clear in writing.
It can be difficult to define behaviour rules. These rules include how employees interact with their coworkers, how customers are treated, discriminatory actions and appropriate use of language. Write down what you expect. Productivity and work ethics are about what you expect employees to do and the specific tasks and benchmarks they should be performing for certain jobs. It is also important to address tardiness. It’s important to address tardiness. Mobile device usage is so common that it’s worth noting by itself rather than burying it under behaviour codes. Make sure you are clear about what you allow and what you don’t.
3. Set clear guidelines for your managers.
If a manager fails or refuses to discipline an employee in the exact same way as another employee, you could be subject to legal action for unjust treatment. This is often the case when there are multiple managers or departments that have different management styles. All managers must follow your disciplinary policies.
Regular manager training is essential. Make sure to review the discipline policy regularly. Managers should be aware that they cannot promise future employment if their behaviour or productivity improves. This can be seen by employees as contractual. To ensure that all employees have the same experience, pay attention to disciplinary matters.
If you are using written notices, have a common form that all managers and departments can use to write up employees for a disciplinary violation. Make sure that they complete the form.
4. Choose the discipline method that you want to use.
Performance improvement and training plans do not focus on fixing a problem or using threats of termination. Instead, they see each employee as valuable and worthy of investment. They can be used as a rehabilitation approach. They can include check-in points and measurable goals. There may also be a process for helping employees if they fail to meet these goals.
Sometimes, retraining or suspending employees is necessary due to severe conflict or behavioural issues. However, termination is not required. Retraining is what it means, while suspension is when the suspension ends or the employee is fired.
5. Document employee discipline.
Documentation is essential if you find yourself suddenly in a dire situation. You could face legal consequences if you don’t have documentation to refer to in the event of employee discipline that leads to firing or legal action.
Even if the issue is as simple as an employee coming in late or not prepared, it’s important that you document them. It’s unfair to an employee if you just mentally list all the problems and then suddenly, when you feel you can’t bear it anymore, fire or discipline the employee. It’s possible they didn’t realise that their actions were so serious.
6. Employer reviews can be used to encourage proactiveness.
It is important to document the behaviour and productivity of employees over time. This will make the difference between a good review and a complete waste of time. Specifics are helpful.
Even for small businesses, employee reviews can be a proactive approach to disciplining employees. They can be used in any discipline process and are flexible. You can also use them if you don’t want to be rigid in your progressive approach, but rather want to build up the employee and encourage better behaviour.
7. Have the right mindset.
Managers should not see employee discipline as a punishment.
This is a common mistake in progressive discipline, and it’s easy for people to fall into this mentality. You don’t have to treat employees like children. Negative punishment won’t bring about a positive outcome. You’ll likely get the right behaviour, but the employee will feel resentment. You’ll likely see your employees leave when a better job is available.
8. You should stop focusing on productivity as the ultimate measure.
It could be called the nuclear option. Problems get worse and worse until a manager realises that he or she must take drastic and immediate action after having ignored them for so long. Even though they are productive, employees who have poor productivity can cause problems and make others less productive.
9. Follow your own rules.
It is amazing how many guidelines and rules are created for employees and ignored by managers. Your managers should follow the guidelines if it is in your handbook and employees have accepted it.
It is difficult to discipline employees. You must address performance issues as soon as they occur and take a progressive approach towards discipline.
Employers should have policies that outline the circumstances under which employees will be disciplined. It is also important to decide how the discipline will be implemented. Before imposing any discipline, however, it is important to ensure that the worker has a clear understanding about the employment rules. Document all expectations that were previously communicated to the employee, such as job descriptions, job aids, and so forth. All expectations should be explained to the manager, along with the consequences for non-compliance. To Learn more ask us how we can tailor a training session to suit your needs.