We’ve been talking recently about the subject of employee discipline—arguably one of the least-comfortable aspects of any manager’s job. In a previous post, we talked about the importance of having clear policies for employees so that they know what type of actions and behaviors are counter to company policy, as well as what the consequences are for running afoul of those policies.
Here we look at the next step: Once an employee has violated a company rule, what is the appropriate tone and approach for handling the disciplinary process? As you might expect, it’s far different from disciplining an unruly student in a classroom or a child at home.
Remember the Basics of Constructive Criticism
Keep in mind that the goal of employee discipline is improvement, not punishment. In that vein, keep in mind the basics of constructive criticism: Focus on actions, not people; provide specific feedback; if appropriate, include positives, as well; etc.
Don’t Expect Positive Results from Negative Punishment
The When I Work blog offers several tips for establishing and implementing workplace discipline policies and practices. One important recommendation regards taking the appropriate tone. Managers shouldn’t view discipline as being synonymous with punishment, says the blog’s author, Rob Wormley.
A common failure in progressive discipline, he says, is “a mentality of ‘if you don’t do X, I’ll punish you by escalating this.’” Employees aren’t children, he stresses. “Thinking that negative punishment will bring about a positive result is foolish,” he says. “At best, you’ll get the right behavior but the employee will likely feel resentment. As soon as a better job opportunity comes along, you’ll probably see those employees leave.” That’s a high price to pay in today’s competitive talent market.
Provide a Path Forward
Rather than focusing on negative punishment, seek a path forward with your employees. Many employers use disciplinary matters as an opportunity to help improve employee performance through additional training, for example. Others focus on finding the underlying cause of the problem and working with the employee to address that cause through coaching, modeling, and other actions. Remember, the goal isn’t punishment but ensuring quality and productive work from employees.
Handle constructive feedback well, and it could become your best employee development tool!