Taking Disciplinary Action
How do you communicate to your employee that there must be improvement to behavior or performance? According to recent studies from the University of California, San Francisco, when other methods such as coaching and performance appraisal have not been successful, employers should take disciplinary action to resolve the issue immediately. In cases of serious misconduct, the employer may choose to proceed directly to disciplinary action. Before deciding to take that route, however, determine whether or not discipline is the best way to approach the particular situation.
Guiding Principles
When carrying out disciplinary action, be sure to:
- Keep it confidential between you and your employee. Build trust and maintain a professional manner. • Make sure disciplinary action is appropriate only after careful diagnosis of the problem.
- Describe specific examples of performance discrepancies or work policy violations.
- Gather all facts and allow the employee an opportunity to fully explain his/her view of the situation.
- Ask yourself if coaching or performance appraisal would be sufficient to bring the problem to the employee's attention.
- If disciplinary action is taken, punishment should be in line with the problem.
- Provide specific recommendations, guidelines and requirements.
- Clearly explain the consequences if there is no improvement to performance or conduct. Need help to determine whether discipline is the best approach?
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