Performance Problems - Dealing With and Progressive Discipline

Aggressive and Progressive: A Disciplinary System that Works

By na - Eliminating employee misconduct is a challenge for the human resources professional. If the behavior continues, it can lower employee morale and decrease productivity. Many employers take an aggressive, proactive approach to solving employee performance problems by using progressive discipline. This disciplinary program gives employees specific feedback, timelines, and action plans for improvement. Further, it requires supervisors to confront employee misconduct and document the disciplinary proceedings. Satisfied employees, reduced liability, and a more productive workplace are only a few of the benefits of a progressive discipline plan. (Added: 28-Jul-2005 Hits: 905 )

Aggressive and Progressive: A Disciplinary System that Works

By na - Progressive discipline benefits employers and employees in many ways. Its counseling aspect can salvage the employment relationship by notifying the employee of the need for improvement. Further, it establishes a time limit for the employee’s changed behavior and identifies the consequences of noncompliance. The plan requires supervisors and managers to document disciplinary actions, justify personnel decisions, and, therefore, may reduce the employer’s risk of liability for wrongful discharge or discrimination claims. Overall, a progressive disciplinary policy can promote a productive work environment and assist willing employees to become the best workers possible. Learn to make it happen. (Added: 18-Dec-2005 Hits: 682 )

Disciplinary Probation

By na - Disciplinary probation is a process for addressing employee misconduct. It is a sanction imposed by the employer that allows a problem employee to remain employed subject to certain terms and conditions. It allows for a means of correction for on-the-job related behaviour problems and/or performance problems. Probation is one step away from termination and is part of a progressive disciplinary measures policy. (Added: 18-Dec-2005 Hits: 761 )

Documenting Disciplinary Actions

By na - Explains the importance and rationale of documenting disciplinary actions. After you've investigated the situations and dealt with the employee, you need to document the entire process starting with the complaint or incident and ending with the final resolution or action taken. Whether you are coaching an employee for a performance problem or disciplining an employee for improper conduct, you must document your reasons for discipline, any fact-finding that you do, and the actions that you take. (Added: 18-Dec-2005 Hits: 721 )

Eight points to avert a firing disaster:

By Robin Thomas - By following a consistent process that includes these eight steps, you’ll develop both greater confidence in your decisions and help insulate your organisation from legal exposure. At the same time, your candour and attention to detail will convey to the employee that the decision, no matter how distasteful, was not arbitrary or illegal. (Added: 18-Dec-2005 Hits: 693 )

Eight tips for (almost) painless terminations

By Robin Thomas - Involuntary terminations are an unpleasant part of any manager's job, but these eight tips can help smooth the process and reduce the stress for everyone involved. (Added: 18-Dec-2005 Hits: 584 )

Employee Discipline:The Bad Guy vs. the Incompetent

By Gary Vikesland - Have you ever had the experience of not being able to communicate effectively with an employee? In other words, what you said was perceived by the employee to be opposite of what you originally intended. Consequently, at the end of the conversation the employee thinks that you are a "bad guy," and you think that the employee is incompetent to resolve their problem. (Added: 16-Aug-2005 Hits: 597 )

Advice and Suggestions

Forms Letters and Other Tools

Performance Management and Appraisal - General