The Tribune

By Deidre Bastian

Employee discipline in the workplace is important as it gives workers a chance to learn and grow through feedback, especially when they may not have realised they did something wrong. And, equally important, a discipline policy can also protect employers if they ever find themselves in a legal situation with an employee.

Discipline can take several forms depending on the issue and how often it happens. It might be something as mild as coaching or as serious as a verbal or written warning. Employers have an option in choosing their approach. However, it is important that managers do not view employee discipline as punishment.

Employee discipline should not be a matter of dominance or punishment but, rather, making the working environment  both productive and pleasant for both employees and management.

What is work discipline?

Work discipline refers to an employee’s compliance with workplace rules, policies and behavioural expectations. It encompasses punctuality, consistent attendance, productivity and professional conduct. For employers, it is critical to be fair. When employees feel they are being treated fairly, they are more likely to respond to discipline positively.

Talk to the employee’s supervisor. Work as a team to pull together relevant information, and figure out the best plan of action. Ensure everyone is on the same page. Continue to check in on employees. Give feedback on how they are doing so they know they are making progress. It also demonstrates you care about their development, and reinforces that discipline is about the action, and not them.

Employee discipline mistakes to avoid

* Do not threaten employees. Threats feel like a personal attack, and if there is no progress you will have to keep your word or face the consequences of not following through.

* Do not assume your employees know they did something wrong. Take the time to explain the issue and why it is a problem. There might be an easy fix, simple education or training.

* Do not assume that because you talked about it, it is resolved. Keep written documentation of everything you have discussed on this issue.

* Do not make discipline personal. Stay focused on the issue, not the employee. Keep your employee’s attention on the work and how the problem is affecting the business.

* Do not wait to document. Make sure you record the pertinent information quickly, so you are not relying on your memory, which may make the report biased. If you wait too long to discuss an issue with an employee, it can create confusion and resentment. The sooner you discuss it, the sooner they can work to resolve it.

Establish clear rules for employees

You cannot begin to discipline an employee for behavioural issues if they were not made aware these were unacceptable. However, good, productive employees can still create problems, possibly even making employees around them less productive. Positive discipline can go a long way in increasing employee engagement and productivity.

Finally, despite disciplining employees for bad behaviour, do not forget to highlight those who are doing well. Focus on behaviours that you wish to see repeated in the future, as you might be surprised how much better they perform under positive discipline. Until we meet again, live life for memories rather than regrets. Enjoy life and stay on top of your game.

• NB: Columnist welcomes feedback at deedee21bastian@gmail.com

About columnist: Deidre M. Bastian is a graphic designer/brand marketing analyst, international award-winning author and certified life coach.