Top 5 Benefits of Handling Disciplinary Actions Quickly

Prevent absenteeism with Corrective Notices

Disciplining employees is tough, even for the most experienced managers. Rather than dealing with the conflict, it’s tempting to ignore the problem. Maybe:

  • No one else will notice
  • The problem will correct itself
  • The employee will quit or move to another department

Nothing good comes from ignoring disciplinary issues.

  • Problems escalate
  • Other employees exhibit problems
  • Morale declines
  • Quality and service may decline
  • It sends the message that the behavior is okay
  • It undermines the manager’s reputation and authority
  • It becomes difficult to administer discipline later on because, by default, the behavior was sanctioned
  • It becomes difficult to exit the employee if they don’t improve
  • It weakens a company’s case if there’s a charge or lawsuit filed

Most claims happen not because of we do but because of what we don't do

Jonathan A. Segal. J.D., Partner, Duane Morris LLP in the Employment Labor, Benefits and Immigration Practice Group

Inevitably, workplace problems must be addressed. Sooner is better than later because delaying tends to "grow" problems, making them more complex and more difficult for the manager to handle.

Properly address disciplinary issues.

  • Handle the issue quickly – don’t delay
  • Address the employee individually rather than directing sanctions toward an entire work group
  • Communicate expectations and consequences of not improving
  • Document all conversations and directives

There are a number of benefits to handling discipline promptly and effectively.

  1. The employee receives direct notice of unacceptable behavior, contributing to the likelihood that they will feel they were treated fairly. This, in turn, reduces the potential for a lawsuit.
  2. The employee gets an opportunity to correct unacceptable conduct or performance.
  3. The employer has assurance that reasonable effort has been made to help the employee meet expectations.
  4. The employer will save dollars associated with recruiting and training if the employee improves.
  5. If the employee is unsuccessful, the employer has a written record for use in heading off or defending an unemployment claim, a charge or lawsuit[1].

The best way to handle disciplinary issues is to do everything you can to prevent them from occurring at all. Communicating job expectations and policies and providing ongoing performance feedback will help.

JuvodHR gives you the tools to develop and communicate job expectations through the development of a valid job description. Creating a job description is fast, JuvodHR experts did all the work and created over 14,000 job titles and over 1,000 valid job descriptions for users to select from. A single job title delivers the top tasks and work styles, the personal qualities an employee needs to be successful. Once selected, the job description can be edited to any individual business needs.

Additionally, providing feedback couldn’t be easier using JuvodHR performance reviews and corrective action notices, which are both tied to the job description. This empowers managers to rate employees on their exact work.

Over the past few weeks we've used JuvodHR to review superheroes. Batman received a satisfactory review but has been having a few issues with dependability. Take a look at his corrective action notice written using JuvodHR. I hope he improves his dependability before we need him!


http://www.hrhero.com/sample/trialdiscipline.pdf

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