Discipline To Do List
A discipline to do list can help managers and supervisors to ensure every relevant matter on discipline is taken into consideration without fail.
Why you need to have this List
This list can help you minimize or even 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 a necessary evil according to what some people say. 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.
What your Discipline To Do List must include
- 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.
- Nip any problem in the bud. Take the necessary action immediately the moment you notice that something is beginning to go wrong. You can see the tell-tell signs of indiscipline.
- Face any disciplinary problem head-on. Do not sweep any indiscipline or performance problem under the carpet. Immediately call, talk, and provide counseling to the employee concerned.
- Seek advice from HR. If you are not from HR, seek help from the people there. This presupposes that HR people have the necessary expertise and the department has the capability.
- 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.
Do the same when you see that work performance of any employee is getting worse, thus, against his employment terms.
If not, the problem will become worse.
The HR department can help you in this process.
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 your 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 indiscipline occurs.
If you choose this option, you may find that it is usually too late to take some form of decision or action that brings benefits to both parties.
As a manager or supervisor, you Need to Remember
- To read and understand your organization's disciplinary rules and regulations;
- To differentiate between misconducts from 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.
For an explanation of positive discipline, click HERE
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