Discipline carries consequences.
But before an employer takes disciplinary action, employees should first be given a FAIR opportunity to understand what went wrong, correct their behaviour, and meet the standards expected by the organisation.
That’s why I just created this acronym (also for my upcoming new training syllabus).
You’ve guessed it! It’s “F. A. I. R.”
F – Feedback
Clearly explain what the employee did wrong, so they are fully aware of the misconduct. Besides, employees cannot improve what they are not aware of, right?
A – Awareness
Ensure the employee understands the expected standard or workplace rule, so there is no ambiguity about what is expected going forward.
I – Improve
Support the employee through coaching or training where appropriate, and allow sufficient time for improvement before escalating disciplinary action.
R – Repercussions
If there is no improvement, appropriate disciplinary action may follow. Accountability is just as important as fairness.
So… When employees know the expectations, are given the opportunity to improve, and understand the repercussions of not doing so, disciplinary action becomes easier to justify and much easier to defend.
Happy weekend, everybody!
Remember, a good disciplinary process doesn’t catch employees off guard.
It strikes the right balance between fairness and accountability.
Gitu.
xoxoxo, AuntyHR™
