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.
Do the same when you see that work performance of any employee is getting worse, thus, not in accordance with 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 -
You may want to include these in your discipline to do list.
For an explanation of positive discipline, click HERE
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