Act the day
you hear of the employees negative behavior
- Time minimizes the offense
- Start the process - especially if you're indecisive
- Dont start with praise
- Never act in
heart by remembering the goal ... it's long-term restoration
- praise publicly
infraction and discern why it happened
your responsibility to them and others
State the action done
- State the problem caused by the action
- Encourage the practice of____________________ (desired character trait(s)) and explain correct behavior (avoid focusing on negative
understand correction is in their best interest!
vs. repentance. (Are they sorry they got caught or are they sincere
must be appropriate
Get a commitment to meet objectives
Set a time for
relationship. (Dont cut off communication, and recognize their
Helen is a new employee who was a
very good employee, punctual and productive. However she recently
became a poor employee. She often is tardy and absent, unproductive
and makes too many errors.
You rarely apply all 12 steps and
this is not for minor infractions.
in mind that Helen is young and in her previous positions she had
supervisors who didn't have good leadership skills to help her
overcome some of her rough edges.
Start by saying:
Helen, we both know your performance isn't what it used to be.
I'm hoping we can get it back to where it was a few weeks ago.
This is a good way to start, because you're demonstrating you're on
her side and you're not simply going to berate her.
respond quite differently to managers who communicate they are on
their side and want to help them succeed, than to mangers who berate
[Or: Every once in
a while I need to do something that I am very uncomfortable doing.
And I need to do it now for your best interest. You need to be aware
In the last week you had an unscheduled absence and were late two
times. And when you are here, you conservatively spend over half an
hour away from your work to talk with other workers. This adds extra
stress to all of us here and reduces our capacity to serve our
Maybe you don't realize it, but your co-workers do a lot of
complaining about your lack of concern for the extra burden you put
on them when they have to fill in for you. In the past I've
seen tardy employees loose friends and have a hard time getting
responsible to make sure employees fulfill their obligations and
taxed beyond their limits.
I need to encourage you to focus on practicing the character traits
of punctuality and dependability. Punctuality is showing esteem for
others by doing the right thing at the right time vs. Tardiness.
Dependability is fulfilling what I consented to do, even if it means
unexpected sacrifice vs. Inconsistency.
[Avoid focusing on more than two traits at a time.]
Your past performance leads me to believe you are a good candidate
for promotion. Addressing these areas will be to your benefit and
I'm confident you won't
let me down.
This is a true
story. Helen [not real name] simply didn't realize the problems
she was causing herself and others.
often hate to discipline people, but this is an opportunity for
our leadership to shine and significantly impact the productivity
of others (especially with young people developing their work