How to Approach Discipline in the Workplace

This Mini-article strives in a very short space to hightlight the critical things that Managers/Team Leaders must get right in their approach to Discipline.

The Objective of Discipline

Managers and Team Leaders should always remember that the primary objective of discipline is to improve an individual’s performance/behaviour – not to punish it.  

Performance/Behaviour Shortfalls

Where there is a shortfall in performance or behaviour it is imperative that the Manager/Team Leader speaks as early as possible with the employee.  Many Managers regard this as an unpalatable task and keep postponing such conversations; however early intervention is critical.

Agreeing a Performance Improvement Plan (PIP)

It is necessary for the Manager to put in place a PIP for any employee whose performance or behaviour does not come up to the required standard.  In addition, Managers need to provide feedback on progress within a PIP. 

The Importance of Fairness

All of the above must be viewed within the value of Fairness, which is the key basic principle of discipline. Fairness should characterise the way the employee’s difficulties are understood, the plan that is put in place, and the full journey towards improvement.

You can learn much more about the Basic Principles of Discipline by dipping into the larger article on this subject by clicking here

At HRforSMEs we can help organisations put in place all of the necessary Basic Principles for Discipline – in policy and in practice and with all HR/IR issues.

Call us today on 01-278-8980 for more information