How to Discipline Employees the Right Way

Your employees are human, and they may fail to meet your expectations from time to time.

While it is important to be an understanding and patient boss, you need to take corrective action if one of your employees' poor behavior or performance is having a negative impact on other employees, or undermining the productivity of your company.

Disciplining employees is a sensitive task that every business organization has to tackle at some point. If it is done correctly, it can turn a problem employee into a valuable asset.

On the other hand, if it is poorly handled, you may even find yourself facing legal trouble.

Here is a guide on how to discipline your employees without causing resentment or loss of morale.

Review Your Disciplinary Policy

The first thing you need to do when you are faced with the task of disciplining an employee is to review your disciplinary policy.

If your company does not have a disciplinary policy, you should start creating one. Such a policy can help you minimize employee problems and resolve disputes, and give your employees the assurance that you are a fair employer.

It is advisable that you seek the assistance of a human resource professional to develop and enforce your disciplinary policy. Make it mandatory for all your employees to acknowledge that they have read and understood the policy.

Understand the Difference between Performance and Behavior Problems

In order to determine which disciplinary action is most appropriate for a particular situation, you need to know whether the problem you are correcting is a performance or behavior issue.

Performance issues, such as low productivity and poor quality work, reflect the core competencies of your company, and they should be handled through a performance management process.

Behavior problems, on the other hand, jeopardize the core values of your company, and you have to address them with straightforward disciplinary actions.

Select the Appropriate Disciplinary Action

Before you decide which disciplinary action to take, you have to consider whether the employee's performance or behavior problem is a minor or major issue.

If he or she has committed a minor offense for the first time, you can just give him or her a verbal or written warning. A serious repeat offense has to be handled with a more drastic disciplinary action, such as a final warning, suspension without pay, reduction in wages or working hours, demotion or termination.

Before you take any of these actions, it is best that you seek the advice of a human resource professional or employment lawyer.

Be Professional and Non-Confrontational

When you are having a discussion with the problem employee, you have to try to be professional, non-confrontational and supportive.

Outline the objectives and deadlines that he or she has to meet to correct the situation. You may want to get an uninvolved third person to witness the discussion, just in case the situation results in a lawsuit.

Disciplining employees is one of the most dreaded tasks for business owners, executives and managers.

However, if you know how to do it well, it can be an invaluable tool for building a competent, productive and happy workforce.