Progressive Discipline: Six Ways to Lose Control of the Initial Meeting, Part 1

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 time for the meeting with that employee who has you so disappointed. They have been performing in a substandard way, even though you know that they are capable of exceptional work. Or they have violated a policy that you are sure that they should know about.

You're ready to throttle them. You are so steamed. Just wait till you get them in your office...

Hold on there! Wait a minute! You will have to change your attitude before you go into this meeting. What's more, you have to prepare with a specific strategy and to follow specific guidelines. In fact, you are probably going to have to fight against those demons that are controlling your emotions at first, so that you do not lose control of this meeting and make the situation worse than it already is.

Watch Your Mouth
Remember your ultimate goals here. You want to meet project objectives on schedule, within budget and so forth. You want this employee to perform in such a way that those goals are met. Your intervention should also keep you from having to go any further into progressive discipline.

To get the performance you want fast, the employee must trust the process. You must avoid any statements that suggest the outcome has already been determined. The initial meeting should convince the employee that you are willing to work with them to solve the problem. The way to meet your goals, then, is to use the…

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