How to Manage Employee Discipline
Some companies establish policies and programs to prevent or decrease issues of discipline--a type or form of training that enforces organizational rules--from happening. For example, establishing clear communication across the organization that keep employees informed of what and how the company is doing. Involving employees in decision-making may be another good way to demonstrate that the employee's opinions are valued. Establishing award programs, promoting from within and effective work evaluations may also be some of the efforts companies make. In addition to preventive measures described above, some companies have developed programs to manage employee discipline.
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Things You'll Need
- Written list of unacceptable employee behaviors.
- Written discipline policies and program.
Instructions
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Establish written rules--(guidelines that may regulate and restrict the behavior of employees--of work and behavior in the form of policies. Just as there are job descriptions with standards of performance, there may be behavior and conduct standards. These rules need to be consistent, which is enforced across the organization; understandable, which is written in a manner that employees at any education level can understand; reasonable, which is fair and justifiable; and communicated to all employees through meetings and employee handbooks through written policies and procedures about how things are done. Knowledge of disciplinary consequences may increase employee awareness and prevent violations.
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Create a progressive discipline program that contains a series of steps in correcting and shaping employee behavior. Some companies may include verbal, which includes a conversation with employees, and written reprimands, which is discussion about behaviors in writing. Discipline programs may also include such things as suspension, which is time away from work with or without pay according to policy, and immediate dismissal for more serious offenses, such as fighting, drug use at workplace, falsifying company records, possession of weapons, physical violence or theft. Due to some wrongful termination--companies accused of some type of discrimination, favoritism of certain employees--cases, companies may choose suspension in order to fully investigate any alleged wrongdoing.
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Determine the behaviors that should be included in each step. For example, the first offense of tardiness (coming in late) may include a verbal warning. However, habitual tardiness (happens frequently) may include a written reprimand with suggestions for improvement by supervisor and employee. The discipline policy may determine how may tardies are allowed in a certain period of time. An employee who threatens the security or safety of another employee or anyone on the premises of the company may be terminated immediately. It is best to spell out all of the behaviors and their accompanying discipline actions so there is no confusion regarding the policy.
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Establish an employee assistance program--private resources, such as professional counselors--to assist employees with certain problems in living. For example, some companies may have an employee assistance program (EAP) that is available for such things as drug and alcohol abuse, marital issues, financial problems, and anger control. This programs are part of the benefit package and are paid for by the company. Some larger companies may have internal counselors to assist in these matters. A program coordinator--someone who is in charge of managing the program--may be recommended.
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References
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