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