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Why do supervisors fail to impose disciplinary penalty at the workplace?
This often happens because managers are not comfortable telling employees that they did something wrong. They fear that they will hurt the employee’s feelings or that the employee will not like them if they point out problems. Manager’s need to learn that discipline, done properly, will not hurt or anger the employee.
Why do managers not use discipline?
Lack of support—some managers do not want to use discipline because they fear that their decisions will not be supported by higher management. Fear of lawsuits—managers are sometimes concerned about being sued for disciplining an employee, particularly in regard to the ultimate disciplinary step of termination.
Who is responsible for imposing employee discipline?
The manager’s role in the disciplinary procedure is distinct from that of the organization, yet the two overlap and support each other. Managers are responsible for implementing the organization’s discipline procedure.
What should supervisors consider before taking disciplinary action against an employee?
Consider the severity of offense, the employee’s past performance and conduct, and how you have treated other employees in similar situations (to ensure consistency). Employee discipline can take many forms, including but not limited to: Counseling and training.
When to take disciplinary action against an employee?
On the contrary, disciplinary action is warranted when an employee deliberately engages in misconduct. In this case, the measure is aimed at penalizing the employee and correcting the behaviour.
How to help your supervisor handle discipline effectively?
Here are his tips for helping your supervisors and managers effectively handle discipline: Tip # 1: Understand your organization’s progressive discipline policies, inside and out, before trouble starts “When a workplace conflict is brewing, that’s the worst time to begin studying your organization’s discipline procedures,” says Davis.
What should be included in a disciplinary file?
Document all corrective action (including verbal warnings) by placing a note in the employee’s personnel file. Maintain a confidential log of disciplinary actions for all employees. A log would easily allow a supervisor to determine which level of discipline is appropriate based on previous infractions.
When to use a non-disciplinary disciplinary measure?
It is important to note that a disciplinary measure should be both a penalty and corrective action. Non-disciplinary (administrative) action is used when an employee commits an unintentional violation that cannot be rectified because of the person’s inability to perform the required work (e.g., due to lack of knowledge or skills).