DID YOU KNOW...?
Many companies have gotten into legal troubles because they did not document the discipline that they meted out to their employees. This issue not only has legal ramifications, but also affects the labor-management relationship. Further, it drives to the heart of the purpose of discipline, which is to correct undesired behavior in the workplace.
Managers should strive to create an atmosphere and establish a working relationship such that their employees become better at what they do.
Four factors go into providing for a good system of documenting discipline.
Facts. Establish what the facts are in the situation.
Objectives. Establish objectives to be achieved through the disciplinary process.
Solutions. Provide solutions to correct the undesired behaviors.
Actions. Inform employees of action(s) to be taken if behaviors are not corrected.
This is a systematic approach to documenting all the efforts exerted by the manager to help their employees overcome the work-related problems they encounter in the workplace. This approach helps the manager to stay focused on the issues and avoid vague, ambiguous, and meaningless terminologies when describing the problem. It helps the manager concentrate on facts, objectives, solutions and actions.
As a result, the employee may recognize the sincerity on the part of the manager to help; that the manager is only interested in what is best for the employee; and that the manager is willing to spend the time to bring about a practical solution to the problem. Employees may come to realize that the problem is really theirs and not the manager’s.
This approach helps to establish a good atmosphere and a professional working relationship between the manager and the employees.
by: Dr. Valdemar A. Hill, Jr.
Leadership Development & Training Consultant