I’ve seen companies spend years defending disciplinary decisions that could have been avoided by asking a few simple questions first.
As managers, before taking disciplinary action against an employee, ask ourselves:
1. Am I solving the problem, or am I simply trying to remove this person?
2. Would I treat my best employee the same way?
3. Have I investigated fairly?
4. Is the punishment proportionate?
5. Do I have the documents to support my decision?
6. If this reaches the Industrial Court, will my actions look bona fide and made in good faith?
The purpose of discipline is not punishment for punishment’s sake.
It is to correct behaviour, protect the workplace, and demonstrate that management acted fairly, consistently, and in good faith.
Expensive disciplinary cases often happen when management forgets to treat people right.
So remember to treat people right.
xoxoxo
