101: Disciplining Employees
Managers often view discipline as punishing their employees. However, if discipline is handled the right way, it can be beneficial to employees and office productivity. Here are a few experts and their take on how to properly discipline employees.
Lay the ground rules. It is important for employers to inform their employees of all office protocol. The policies within the office — including work hours and vacation time accrual —should be explained in such a manner that employees are aware of what they can and cannot do.
Anne Williams of HRHero.com says that employers should “clearly communicate the discipline that will be doled out if employees break your rules.” This further emphasizes the “need to have a good disciplinary policy in place.”
Get straight to the Point. It is best to take a clear, direct approach while trying to advise an employee about your concerns about their behavior or performance.
An article on eHow.com advises managers to, “Be specific. Give examples of how the employee’s behavior directly impacts the company.” Direct communication is very important to the employee’s understanding of the problem and their ability to improve.
Act quickly. Promptness is essential to disciplining your employees. It sends the right message and potentially eliminates distractions throughout the office.
Robert Bacal explains in an article on Performance-Appraisals.org that a delay in discipline “sends a message that undesirable behavior will be accepted or even not noticed. Second, delay can have an adverse effect on the manager later, if the problem increases in frequency and intensity so it cannot be ignored.”
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