Discipline employees as soon as you become aware of their substandard behavior. Waiting only makes matters worse. The sooner you notify the individual of the violation and the need to improve, the sooner you will see results-or advance to the next round of discipline.
- Discipline in private. Meet in a soundproof room at a time when others are less likely to interrupt or eavesdrop.
- Allow time for the employee to respond to your comments. In some cases, you may find that a performance problem or apparent infraction stems from a misunderstanding. A respectful dialogue can go a long way toward preventing such situations in the future.
- Document every disciplinary meeting or action, and put your notes in the employee's personnel file. Ask employees to review and sign warnings or probationary memos, and give them a copy.
Tip Always document in threes: the existing problem, the corrective action that the employee must take and the consequences of noncompliance. Discipline the same way, every time. Review how you handled similar problems in the past to avoid creating the impression that you're treating a member of a protected class differently.
|