2. UTILIZING A FOUR-STEP PROCESS

Prior to the administration of discipline, a process should be developed and institutionalized. Every employee should be advised of it and how it is used in instances of non-compliance to work expectations.

I cannot think of one organization, large or small, that does not need a process. The days of Mr. Dithers are long gone. For confirmation of this fact, you can pick up any newspaper and read about the latest million-dollar wrongful-discharge lawsuit. So if you don’t have a process, develop one. I recommend a four-step process because it allows enough time for change, enough time for due process. If your company currently has a disciplinary system of less than four steps, you may want to rethink the system in ...

Get The Manager's Pocket Guide to Documenting Employee Performance now with O’Reilly online learning.

O’Reilly members experience live online training, plus books, videos, and digital content from 200+ publishers.