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Discipline To Do List

As a manager or supervisor, make use of a discipline to do list. This can help you minimize or avoid the possibility of taking disciplinary action against subordinates who fall short of the rules or the requirements of the employment contract.



You can say that discipline is similar to what some people refer to as a necessary evil. No manager enjoys taking disciplinary action against any of his or her subordinates.

And very few employees ever want to break the rules or to breach any of the terms and conditions of employment.

Your To Do List may look like this.

1. Take Proactive Approach to Employee Discipline
Be alert. Understand each and every employee answerable to you. You can be friendly to your people but maintain a reasonable distance at the same time.


2. Nip any Problem in the Bud
Take the necessary action once you notice that something is beginning to go wrong. Do the same when you see that work performance is slacking which is against the employment terms.


3. Face any Disciplinary Problem Head-on
Do not sweep any indiscipline or performance problem under the carpet. Immediately call and talk to the employee concerned. If not, the problem will become worse.


4. Seek Advice from HR
If you are not from HR, seek help from people there. This presupposes that HR people have the expertise and the department has the capability.


5. Seek Legal Advice
If you are still unsure whether a certain disciplinary action that you want to take is right, refer to an in-house lawyer or an appointed legal adviser.

Preventing any form of indiscipline is one of your prime concerns as a manager or supervisor. This is more important and easier to do than taking disciplinary action against any employee once he or she falls short of the requirements.

This also saves money for the organization.

Of course, you may prefer not to prepare a discipline to do list. You may want to tackle disciplinary problems as and when the occur.

If you choose this option, you may find that it is usually too late to take some form of decision or action that benefits both parties.

What You May Need to Remember

• To read and understand your organization's disciplinary rules and regulations;
• To differentiate between misconducts and poor or non-performance;
• To give recorded counseling to employees having behavioral or performance problem;
• To issue at least three written warnings to every problematic employee;
• To provide the necessary skill training to any employee whose performance falls short of expectation;
• To ensure that you follow every disciplinary rules and procedures and any related policy; and
• To carry out other things closely connected to employee's behavior or performance.

You may want to include these in your discipline to do list.



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