Nineteen Ways to Avoid Progressive Discipline: Part 2 of 2

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.

 

In Part 1, we saw how important it was to act proactively so that you do not have to get involved in the progressive discipline process. Progressive discipline can lead you into trouble making it worth avoiding if possible.

Here is the rest of the list.

8. Don't remind solely by sending general statements after policies have been violated or standards have been unmet
   You see these all the time. One employee was found in violation of a policy and afterwards a special message was sent to all employees. Sometimes the employee was not disciplined according to the policy, because the company had not communicated well in advance. If this is the only type of reminder, then it is too little too late. It's just finger-wagging, "We really mean it: Next time there will be punishment for sure!"
9. Regularly communicate to individuals/teams their performance in relation to expectations and standards
   Use team leads, coaches, reports and data analysis to provide feedback in relation to standards and expectations. Feedback is a great motivator and does not take a lot of extra time.
10. Immediately upon nonconformance, intervene one-on-one
    There is a separate article on preparing for the initial intervention meeting. Suffice it to say here that this meeting should not be delayed if you want to avoid progressive discipline process. It is a fact-finding meeting and, for example, an …

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