How To Discipline An Employee

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How To Discipline An Employee
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The Progressive Discipline Process

• Systematic approach to warning your employees of
  consequences that result from undesirable
  behavior.

• Process for dealing with job-related behavior
  that does not meet expected and communicated
  performance standards.

• The goal of progressive discipline is to let the
  employee know his or her performance is not
  meeting company expectations and standards.

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Questions to ask before you start progressive
discipline

• How Serious in the incident?
• Whom do you need to interview?
• What facts do you need to gather?
• What actions will be taken after disciplining the
  employee?

Reference David Wright
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How the Process Works

• Begin Corrective Discipline with documented
  coaching sessions.

• Document these sessions in writing and file a
  memorandum in the employees history.
• Forward a copy to the employee
• This level of action emphasizes the seriousness
  of the situation and ensures the consequences
  were outlined.

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How the Process Works
Describe the situation Make it clear what disciplinary actions you intend to take and why
Ask for Employees side of the story Determine specific corrective actions with deadlines
Listen to what the employee says and respond in professional manner Assert your confidence in the employees improvement

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How the Process Works

• If documented coaching does not resolve the
  problem then a written warning is the next step.

• Document the employees lack of performance and
  warnings.

• If problems still persists, offer a final warning
  in writing.

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Final Tips of Progressive Discipline
Always state what the next actions will be and set deadlines for improvement Meet regularly, and as often to review action plans
Follow through on consequences Stay on top of the issue
Follow up on employees progress By following this process with every discipline case, you create consistency in your organization
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What Warrants Progressive Discipline?

• Direct Infractions of rules stated in the
  employee handbook.
• Not dressing appropriately, tardiness, and
  missing deadlines.
• Not being a team player.
• An employee stating sexual innuendos.

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What about Minor Infractions?

• Follow These Guidelines

Dont let the small things slide Be clear about the infraction or misbehavior
Avoid putting an employee into progressive discipline by coaching Identify how the employee can improve
Identify Clear Objectives If employee doesnt improve with coaching, then issue goes into progressive discipline
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Handling the What-Ifs

• What if the Employee becomes hostile during the
  meeting?

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Handling the What-Ifs

• 2. What if you learn of a personal problem during
  a progressive discipline?

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Handling the What-Ifs

• 3. What if an employee quits during a progressive
  discipline session?

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Handling the What-Ifs

• 4. What if an employee refuses to answer a
  question?

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Dos and Donts of a Progressive Discipline Meeting
Dont Use You Statements Dont Apologize
Do Leave Your Feelings Out Of It Do Put Everything In Writing
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Three Things Never to Put in Writing

1. Any feeling statements. Your writing must be
   objective.
2. Any false hopes.
3. Any assumptions that can be verified.

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Final Thoughts

• A progressive discipline process is a systematic
  approach to turning underperformers into valuable
  employees.

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Howtodisciplineanemployee.com
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Contact Information

• Chuck Sujansky
• csujansky_at_keygroupconsulting.com
• Jan Ferri-Reed
• jferrireed_at_keygroupconsulting.com
• Kelly Hanna
• khanna_at_keygroupconsulting.com
• KEYGroup
• 1800 Sainte Claire Plaza 1121 Boyce Rd
  Pittsburgh, PA 15241
• 724.942.7900