Discipline - A Lesson to be Learned

The purpose of discipline to resolve an issue, correct a problem and/or to turn a bad situation around. If done properly it should be a positive experience, done in such a way that the employee understands that we want them to be successful and we have confidence in their ability to benefit from a lesson to be learned. That's the essence of today's blog post written by L'deniece Whitfield, HR Assistant Manager at Sheffield Labs in New London, CT. L'deniece lives in Stonington and attends our supervision series at Quinebaug Valley Community College in Danielson. Her article is reprinted with permission.

"I work with individuals from all walks of life; i.e., cultural and racial differences. Our Filling department is made up of immigrants (legal of course), low income families, individuals who are trying to lead a better life, etc. A lot of them have low self esteem and feel it's all they can do and no better. When faced with disciplinary action, I take the time out to explain the whys. Depending on the nature of defiance, I will go over company policy, the SOP or even an explanation of mere principle. It is very important for me to convey to the employee that this is not a death sentence; and will go away on its anniversary date; as some of the employees take disciplinary action very hard and become emotional and even sometimes irate.

"Step by step, I ensure them that the action is a warning and a lesson to be learned; I explain how important it is to be mindful of the little things when assigned to a task; explaining that the action is a mere bump in the road and that the warning is a way to make them more aware and conscientious. Furthermore, I also take the time to listen to them explain what happened and usually why they feel they should not be reprimanded. I then encourage them to explain in writing what their motives were and why they feel they should not incur this warning to be placed in their file. These suggestions have always been helpful; as it makes the employee feel that they matter and that they are not just another 'body.'

"I go on to share with the employee how much they matter and how well they are doing. I focus on their positive and not so much on what it is I want them to change or how non compliant they are. I tell them to keep up the good work, to find the time to re-test so that they can be considered for a higher paying position, etc. I will also make sure that the employee understands the reason for the warning and/or suspension prior to their departure from my office. The positive benefit by this trait is that the employee leaves my office with confidence and understanding and on two separate occasions the employee apologized to their supervisors. I was happy about that!"

Thanks very much for the insights L'deniece.

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