May We Recommend...

Progressive Discipline For Addressing Performance Problems - Firm Helping To Improve The Underperforming Employee

One of the most uncomfortable things managers have to do is address performance problems and problem employees. There's no way around it. It's probably going to remain uncomfortable. However, progessive discipline can help, because the basic principle behind the way we have described it in this helpcard is that the least possible force and negative consequences should be used to get the performance problem address.

This helpcard approaches progressive discipline in a slightly different way, suggesting that the process should be started early on, and not when the only options are punishment and/or termination.

Three levels of progressive discipline are explained step by step, so you can try to work cooperatively with employees before having to impose consequences upon them.

What's Included?

This 8.5 x 11 inch two sided card explains how managers can use progressive discipline to create better performance, or to work towards eliminating the performance problem through other means.

Here's a summary of the sections:

  • What Is Progressive Discipline
  • What Progressive Discipline Isn't
  • Progressive Discipline Step-By-Step
  • Level 1 - Identification and Cooperation
  • Level 2 - Cooperative Consequences Added
  • Level 3 - Unilateral Consequences
  • The Level 3 Meeting/DiscussionVery Important!

Previewing and Purchasing Addressomg Performance Problems:

Please keep in mind that helpcards are short, tightly written 8.5 x 11 inch cards meant to be used on the job. If you are looking for longer book length information, we suggest you also consider our book offerings on performance management and appraisal.


About Company

Bacal & Associates was founded in 1992 by consultant and book author, Robert Bacal. Robert's books on performance management and reviews have been published by McGraw-Hill. He is available for consultation, training and keynote speaking on performance and management at work.


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We Believe

  • Performance management and appraisal MUST be a partnership between manager and employee where BOTH benefit.
  • Performance management can be the lever for improved employee engagement.
  • The review process is the LEAST important part of performance management
  • If managers aren't managing employee performance, why are they there?

Get in Touch

  • Phone:
    (613) 764-0241
  • Email:
  • Address:

  • Bacal & Associates
  • 722 St. Isidore Rd.
  • Casselman
  • Ontario
  • Canada, K0A 1M0