The ultimate goal in the disciplinary process is to change behavior or performance. Not punish the employee. Therefore, we must enable the employee to maintain as much of their self-esteem as possible while focusing on the desired results. Even if the individual fails to respond to your efforts, the employee should be treated with respect and the greatest degree of professional courtesy that you can muster.
Remember, when they leave your office, you want them thinking about their behavior, not the way you treated them!
Before you meet with the employee do your homework. Don’t embarrass the employee or yourself by making allegations that are later found to be false. Complete the following eight step Employee Performance Analysis process before you interview the employee.
1. Check your facts:
a. Obtain dates, times, and locations.
b. Gather supporting evidence or documentation.
2. Outline the problem.
a. Write it out to make certain you understand what it is you are dealing with.
b. Look at their past performance and behavior.
3. Decide if you’re confronting a performance problem or a behavioral problem:
(1) The report contained numerous errors.
(2) Poor workmanship.
(3) Tardy three days last week.
(1) Acting immature.
(2) Insubordinate toward a supervisor.
(3) Disregarding the rights of others.
4. Identify specific actions you need to take as a supervisor to help the employee correct/overcome the problem.
5. Examine the sanctions for this type of issue.
6. Clearly define your future performance/behavior expectations.
7. Identify the employee’s positive contributions to the organization.
8. Write out (or outline) the main points you want to cover with the employee when you conduct your disciplinary interview with them.
* This is an excerpt from Using Positive Progressive Discipline, a Mastering Leadership Skills seminar.