business articles business management businesses Marketing sales Technology Business finance Lean Manufacturing small business Investing articles employee health

What types of team punishment are most effective?

Progressive discipline is the most effective form of team discipline. This is due to setting proper expectations and following through.

The main thing as far as disciplinary actions in a team environment is to keep praise public and punishment private. Unless, the issue is a full team issue that needs to be addressed.

Business integrity is a key standard for the selection and retention of those who represent the Company. Agents, employees, representatives and consultants must certify their willingness to comply with the Company's policies and procedures and must never be retained at the cost of company values and principles.

Progressive discipline is a process for dealing with job-related behavior that does not meet expected and communicated performance standards. The primary purpose for progressive discipline is to assist the employee to understand that a performance problem or opportunity for improvement exists.

The main things to consider when investigating an action that calls for disciplinary actions is as follows:

Knowledge- does the employee know that what they did was wrong
Culpability- was the action done with malice and motive
Gross misconduct- an action that was taken with knowledge that the action was against the law, or business rules. This would be like sexual harassment, fighting, or stealing

With each situation, you need to evaluate what is the least amount of discipline that will resolve the issue. Progressive discipline is used to help an employee learn and grow, while improving performance and maintaining a lower attrition rate.

Here are the most common steps to take for disciplinary action:

1. Counsel the employee about performance and make sure the expectations are understood.
2. Find out if there are other issues involved that are causing the problems for the employee's performance, attendance etc.
3. First offence-Verbally reprimand the employee
4. Second offence- Give a first written warning and keep this in the employee record. Inform the employee of further expectations.
5. Third offence- Give a final written warning and inform the employee of further expectations. Keep the document in the employee file.
6. Fourth offence- Suspend employee with written documentation
7. Terminate employee.

For gross misconduct you may be able to dismiss without giving notice or pay in lieu of notice, but you must still follow proper procedures. You could suspend a worker on full pay during an investigation. Having a provision allowing suspension in the employment contract is a good idea. You should make sure though that any suspension has reasonable and proper cause, and that you have considered alternative action,

If you have taken all possible steps to help an employee improve their work performance, it may be time to fire the employee. These are the legal and the ethical steps in how to fire an employee. Ensure that the company's actions as you fire an employee are above reproach. How you fire, an employee sends a powerful to your remaining staff, whether it be either positive or negative. So, always fire an employee as a last resort. How you fire an employee matters.

Terminating an employee's employment is probably the hardest and most uncomfortable form of discipline a manager has to do. So in order to avoid a high attrition rate, try to complete the steps for progressive discipline. In addition to not feeling as guilty for a termination, because you did all you could do, you also have the legal documentation to protect the company from unemployment lawsuits.

FREE: Get More Leads!
How To Get More LeadsSubscribe to our free newsletter and get our "How To Get More Leads" course free via email. Just enter your first name and email address below to subscribe.
First Name *
Email *

Get More Business Info
Sponsored Links
Recent Articles


Copyright 2003-2020 by - All Rights Reserved
Privacy Policy, Terms of Use