Progressive Discipline: Preparing for the Critical Initial Meeting

Joe Wynne is a versatile Project Manager experienced in delivering medium-scope projects in large organizations that improve workforce performance and business processes. He has a proven track record of delivering effective, technology-savvy solutions in a variety of industries and a unique combination of strengths in both process management and workforce management.

 

It's happened. After briefly discussing with an employee in passing his inadequate behavior, there has still not been an improvement. You have got to get organized for a meeting consistent with your company's progressive discipline procedure. The only thing keeping you from scheduling this meeting immediately is either:

1. You want to bask in the anticipation of sitting in front of an employee to tell him about his inadequacies. You are glowing with the knowledge that the employee will see you as a sage and accept your opinion reverently, or...
2. You feel ill every time you think about what may happen at the meeting.

The tips below are for those in category (2). Category (1) is for your boss.

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The first meeting is crucial. If you follow your organization's policies and handle the situation constructively, chances are that the employee will correct her behavior. Then you benefit, the employee benefits, the project benefits and your company benefits. What's not to like?

Of course, there are regulatory constraints and potential litigation involved. You must follow certain rules to keep the incident out of court. For the same reason, you must follow corporate policy consistently with all employees, while weighing the employee's work history. How good a juggler are you?

Perhaps the most important thing to remember in preparing for the …

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