8 Considerations for a Courageous People Centred Discipline Session

Mar 5, 2023

One of the most challenging duties a supervisor or manager will ever have is to sit down with an employee to take some semblance of corrective action.  Disciplining staff is not easy! However, managing a team and maintaining a productive and positive work environment is essential, and one way to ensure accountability while supporting expectations is to communicate openly and fairly.

However, in my 35 years of training supervisors and managers, I constantly see managers avoiding this process until problems have escalated to the point that demands action. What a shame. It is as if they hoped not addressing the issue would somehow make it go away. But as I outlined in my book, LIGHTS! CAMERA! ACTION!, ignored behaviour and bad practices will always escalate–to the negative.

Failing to address the issues is like permitting them to continue – and the “if this is ok, then this should be ok too!” mentality takes over. Taken a step further, it turns into the, “If John can do that, then I can do that too” syndrome.

Discipline processes are nothing more than coaching sessions with escalating outcomes.

One of the problems I see is that discipline sessions are viewed with a negative mindset: “I have to write John up for being late.” Or, “I hate giving Donna shit. But she is still not following our cash-handling procedure.”

STOP!

As leaders, we have to change that mindset. Discipline processes are nothing more than coaching sessions with escalating outcomes. If we are consistent and can reframe the process as being of service to the employee (and the team), we are better-equipped mentality to deal with a difficult circumstance or situation.

This blog post will discuss some considerations for disciplining employees more effectively.

1. Address the Issue Early

Addressing an issue early on can prevent it from escalating into a bigger problem. Managers should address any issues as soon as they become aware, rather than waiting until they become a major problem. This can include verbal warnings, written warnings, or coaching to help the employee improve their performance.

2. Document Everything

When it comes to disciplinary actions, it is essential to have a clear record of what happened, what was said, and any actions taken. This documentation will be crucial in case of any legal issues that may arise later on. It is also important to be consistent in your documentation and ensure that all employees are treated equally and fairly.

3. Set Clear Expectations

When managing a team, one of the most important things to do is to set clear expectations for your employees. This means clearly outlining job responsibilities, performance goals, and behavioural expectations. When an employee fails to meet these expectations, addressing the issue and taking corrective action becomes more manageable.

4. Be Specific and Objective

When addressing an issue with an employee, it is important to be specific and objective. Stick to the facts and avoid making personal attacks or using vague language. The process is about clarifying expectations and addressing behaviours, not a personal judgment of the person. Using specific examples and definitions will help the employee understand what they need to improve and what specific actions they need to take to improve their performance.

5. Listen to the Employee

Disciplinary actions can be difficult, but listening to the employee’s side of the story is important. Employees may have a valid reason for their behaviour or performance, and listening to their concerns can help identify underlying issues that may need to be addressed.

Remember, too; it is important to ask really good questions. Tapping into the employee’s own experiences can lend insight into why issues came about.

6. Discuss solutions

Once you have identified the problem and heard the employee’s perspective, discuss possible solutions. This can include setting improvement goals and establishing the next steps and consequences if the behaviour or performance does not improve.

7. Provide Support and Resources

If an employee struggles with performance or behaviour issues, it is crucial to provide support and resources to help them improve. This can include additional training, coaching, or mentoring. It is important to tell the employee that you are invested in their success and want to help them improve.

8. Follow up

After disciplinary action has been taken, it is essential to follow up with the employee to ensure that the issue has been resolved. This can include monitoring their performance, providing additional support, and checking in with them regularly to ensure that the expectations set during your session are met.

Conclusion

Disciplining an employee is never easy, but it is an essential part of managing a team. By setting clear expectations, documenting everything, addressing issues early, being specific and objective, listening to the employee, providing support and resources, and following up, managers can effectively discipline employees while maintaining a positive and productive work environment.

If your team needs support and guidance in this area, feel free to book a 30-minute brainstorming session me. Click Here to book a time that works for you on his online calendar.

About the Author

Marc Haine

Marc is a service expert and a master of experiences. He's also an author, speaker, facilitator and coach. He will help your teams ignite their passions, enable your leaders to recentre their focus, and drive continuous improvement through connected and engaged employees. This will allow you to realize your competitive advantage with a connected purpose and consistency of customer experience across your brand. He will dare your people to cultivate a generous attitude and lead with love and kindness first.