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Dispensing Discipline

See 14 Topics:

bitly.com/train-me
After download remove this tag and enjoy!

1
8
Dispensing
Discipline

Treat disciplining as a way to
educate employees, and
elevate their behavior, not as
a form of punishment

2
3

Effective Discipline Flows from Clear
Communication

Skill

8

• Provide clear, written
guidelines to
employees on your
standards and
expectations
• Employee handbook
should state policy for
responding to improper
conduct or poor
performance
• Use a fair, consistent
approach

3
4

Be Flexible

Skill

8

• Allow for flexibility
• Don’t confine yourself
to following the same
course of action in
every situation
• You may favor
progressive discipline
but your policy should
permit immediate
termination in the most
severe cases

4
5

If You’re Nervous About Discipline…

Skill

8

• Realize it’s the first line
that can prove most
harrowing
• Once you get over that
initial hump, you’ll feel
more relaxed
• An all-purpose opening
line is, “I’d like to discuss
a concern about your
behavior/performance”

5
6

Beware of These Pitfalls
•
•
•
•
•
•

Skill

8

Prefacing
Lecturing
Blaming
Personalizing
Psychoanalyzing
Confessing

6
7

Behavior Issue and Improving
• Organize Your Thoughts in
Threes:
• The precise problem
• Corrective steps
• Consequences of failing to
solve the problem

Skill

8

“I’d like to discuss a
concern about your
performance”
“To address this
concern you
must…”
“If this problem
continues, the
steps are…”
7
8

Discipline Employees Promptly

Skill

8

• Waiting only makes
matters worse
• The sooner you notify
the individual of the
violation and the need to
improve, the sooner you
will see results – or
advance to the next
round of discipline

8
9

Discipline in Private

Skill

8

• Meet in a soundproof
room at a time when
others are less likely to
interrupt or eavesdrop
• Allow time for the
employee to respond to
your comments
• A performance problem
or apparent infraction
may stem from a
misunderstanding

9
10

Keeping Records

Skill

8

• Document every
disciplinary meeting or
action and put your
notes in the employee’s
personnel file
• Ask employees to
review and sign
warnings or
probationary memos,
and give them a copy

10
11

Track Improvement

Skill

8

• Agree on a follow-up
schedule
• Establishing
checkpoints shows the
employee that you
expect results by a
certain time – and that
you will remain vigilant
in monitoring progress

11
12

Warning

Skill

8

• Never delay documentation
– do it in real time
• Show employees what
you’ve written at the end of
your meeting and ask them
to review and sign your
summary notes
• Then place the
documentation in the
worker’s personnel file
immediately

12
13

Skill

Tip

8
• Always document in
threes:
– the existing problem,
– the corrective action
that the employee
must take, and
– the consequences of
non-compliance

• Discipline the same
way, every time
• Review how you
handled similar
problems in the past
13
14

It’s True

Skill

8

• Treat discipline as an
educational and
correctional tool, not as
a means of punishing
or reprimanding people
• By emphasizing that
your disciplinary policy
is part of a support
system to educate
everyone, you couch
discipline in positive,
non-threatening terms

14
Skill

15

8
To view all 14 topics for
new supervisors (or
seasoned supervisors
who need a bit of
help…) go to

bitly.com/train-me

(remove this frame after
download)
This program is available
in professional
narrated format in ppt,
video, dvd, and standalone web course

15

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New Supervisor Training PowerPoint: First Time Supervisor and Experience Supervisors Education and Awareness 14 Skills

  • 1. 1 Dispensing Discipline See 14 Topics: bitly.com/train-me After download remove this tag and enjoy! 1
  • 2. 8 Dispensing Discipline Treat disciplining as a way to educate employees, and elevate their behavior, not as a form of punishment 2
  • 3. 3 Effective Discipline Flows from Clear Communication Skill 8 • Provide clear, written guidelines to employees on your standards and expectations • Employee handbook should state policy for responding to improper conduct or poor performance • Use a fair, consistent approach 3
  • 4. 4 Be Flexible Skill 8 • Allow for flexibility • Don’t confine yourself to following the same course of action in every situation • You may favor progressive discipline but your policy should permit immediate termination in the most severe cases 4
  • 5. 5 If You’re Nervous About Discipline… Skill 8 • Realize it’s the first line that can prove most harrowing • Once you get over that initial hump, you’ll feel more relaxed • An all-purpose opening line is, “I’d like to discuss a concern about your behavior/performance” 5
  • 6. 6 Beware of These Pitfalls • • • • • • Skill 8 Prefacing Lecturing Blaming Personalizing Psychoanalyzing Confessing 6
  • 7. 7 Behavior Issue and Improving • Organize Your Thoughts in Threes: • The precise problem • Corrective steps • Consequences of failing to solve the problem Skill 8 “I’d like to discuss a concern about your performance” “To address this concern you must…” “If this problem continues, the steps are…” 7
  • 8. 8 Discipline Employees Promptly Skill 8 • Waiting only makes matters worse • The sooner you notify the individual of the violation and the need to improve, the sooner you will see results – or advance to the next round of discipline 8
  • 9. 9 Discipline in Private Skill 8 • Meet in a soundproof room at a time when others are less likely to interrupt or eavesdrop • Allow time for the employee to respond to your comments • A performance problem or apparent infraction may stem from a misunderstanding 9
  • 10. 10 Keeping Records Skill 8 • Document every disciplinary meeting or action and put your notes in the employee’s personnel file • Ask employees to review and sign warnings or probationary memos, and give them a copy 10
  • 11. 11 Track Improvement Skill 8 • Agree on a follow-up schedule • Establishing checkpoints shows the employee that you expect results by a certain time – and that you will remain vigilant in monitoring progress 11
  • 12. 12 Warning Skill 8 • Never delay documentation – do it in real time • Show employees what you’ve written at the end of your meeting and ask them to review and sign your summary notes • Then place the documentation in the worker’s personnel file immediately 12
  • 13. 13 Skill Tip 8 • Always document in threes: – the existing problem, – the corrective action that the employee must take, and – the consequences of non-compliance • Discipline the same way, every time • Review how you handled similar problems in the past 13
  • 14. 14 It’s True Skill 8 • Treat discipline as an educational and correctional tool, not as a means of punishing or reprimanding people • By emphasizing that your disciplinary policy is part of a support system to educate everyone, you couch discipline in positive, non-threatening terms 14
  • 15. Skill 15 8 To view all 14 topics for new supervisors (or seasoned supervisors who need a bit of help…) go to bitly.com/train-me (remove this frame after download) This program is available in professional narrated format in ppt, video, dvd, and standalone web course 15