March 11, 2019
Every organization has a code of conduct that every employee should uphold. However, violation of the rules and regulations of specific companies by employees may happen, which attracts the necessary action. Progressive discipline is a concept that focuses on highlighting the existence of performance issues or areas requiring improvement on the part of employees.
Employers take the initiative1 of providing feedback continuously after monitoring the performance of their employees and the results they deliver thus encouraging them to make necessary adjustments before an issue escalates.
It is important to note that although progressive discipline does not seek to inflict punishment on workers failure to embrace correction by pursuing excellence may result in termination of employment.
When an employer discontinues the services of a particular individual on the grounds of indiscipline, is an indication that the employee is not willing to cooperate, and for that reason, releasing them becomes the viable option that will protect the interests of both parties. Here are some tips on how you can instill and maximize progressive discipline2 at the workplace.
Action The Consequences
Most employers do not follow through on consequences when some of their employees fail to meet the set expectations, and that poses a challenge on enforcing progressive discipline. First and foremost, you need to respect the laws you establish within your enterprise, which will encourage others to do the same and the only way you can achieve this is by acting on the consequences of violating these rules and regulations.
Following through on consequences when some workers break company rules will instill a sense of discipline and all individuals will seek to work on their weaknesses progressively, which will promote overall improvement in service delivery.
Discriminating employees is unacceptable if you want to enforce progressive discipline. For example, reprimanding one worker for reporting to the office late every day while you remain silent when another employee who comes in and leaves work at will for over a year is not a light matter.
Successful implementation of your progressive discipline strategy requires a clear definition of when and how you will initiate it and maintaining consistency all through.
Get Feedback from Your Employees
Progressive discipline is not a one-sided affair, and that is why an employer should get responses from specific employees3 after warning them or before sending them away with a suspension letter. The explanation from the staff in question regarding the reason for violating set rules and procedures gives an employer insight into the other side of the story, which may be completely different from what the latter has in mind.
The feedback you receive from those who violate the company's code of conduct should be in writing and ensure that you file such documentation together with the violation report in the culprit's file. The understanding that breaking an organization's rules and regulations will not only taint one's reputation, but their employee record as well will encourage them to strive towards keeping their file clean by embracing progressive discipline.
Put Your Foot on The Ground When Necessary
Certain workplace offenses deserve severe punishment than others. For instance, a gentle oral warning for a worker that shows up at the office late for several days or weeks is okay, but the approach is not ideal for anyone who commits such a grave offense as sexual harassment. Serious behavioral issues should attract heavy punishment, and formal documentation should accompany such crimes to discourage4 those who involve themselves in cruel acts.
The ideal progressive discipline strategy should ensure zero tolerance for unbecoming behavior, which is part of the prerequisites that will promote the achievement of specific objectives after rolling it out. If you need more information on ideas for maximizing progressive discipline at the workplace, contact us today!