Criticism & Discipline Skills

Transcription

1 Criticism & Discipline Skills For Managers And Supervisors DISCLAIMER: The principles and suggestions in this handout and the CRITICISM & DISCIPLINE SKILLS FOR MANAGERS AND SUPERVISORS webinar are presented to apply to diverse personal and company situations. These materials and the overall seminar are for general informational and educational purposes only. The materials and the seminar, in general, are presented with the understanding that CareerTrack is not engaged in rendering legal advice. You should always consult an attorney with any legal issues CareerTrack, a division of PARK University Enterprises, Inc. Registered U.S. Patent & Trademark Office and Canadian Trade-Marks office. Except for the inclusion of brief quotations in a review, no part of this book may be reproduced or utilized in any form or by any means, electronic or mechanical, including photocopying, recording or by any information storage and retrieval system, without permission in writing from PARK University Enterprises, Inc. ADE1307

2 ONE Identify Your Challenges Every manager and supervisor faces a unique combination of individuals, environment, and corporate culture. What are the specific challenges that you face in your situation? Ask the right question to understand the challenge. Work Related People Related Challenging Employee Am I part of the problem? Can this employee truly change? 2

3 TWO Diagnose the Problem Conduct Performance Willing and Able: No Problem Willing but NOT Able: Performance Problem NOT Willing but Able: Conduct Problem NOT Willing and NOT Able: Trouble Zone 3

4 THREE Prioritize address the most disruptive behavior first. Managing Conduct Insubordination Personal Issues Disruptive Behavior The Disciplinary Process: Counseling Confrontation Documentation Remember: Early intervention is the key to successful discipline outcomes Silence means acceptance and approval Uncorrected behavior is repeated The earlier you respond, the less you have to fix Don t wait for the employee s annual review to address problems 4

5 FOUR Managing Performance Causes of Poor Employee Performance Management Lack of Consequences Lack of Motivation Lack of Ability Misunderstood Goals If you have identified a performance problem, ask yourself these questions: Does the employee have a clear understanding of what you and the company expect? Are the expectations consistent across the team? Are you treating this employee consistently with others? Does the employee have the time, tools, training and support needed to perform? Does the employee have the technical and behavioral skills needed? Are there special issues to consider (disability, family member illness, religious observance, etc)? Then: Decide what you want the employee to do Create an action plan and timeline Discuss with the employee and get feedback Document, document, document! 5

6 FIVE Prevent Problems Before They Start Why don t employees do what you want them to do? Communication Goal setting and employee involvement Performance development planning and feedback Training education and development Recognition and reward 6