Progressive discipline
One of the most difficult aspects of being a supervisor is dealing with employee performance problems. When these problems become so serious that they require corrective action, a supervisor should be shore to follow the right procedure. Progressive discipline is the recommended procedure for successfully managing job-related behavior that does not meet expected and communicated performance standards. The primary purpose for progressive discipline is to assist the employee to understand that a performance problem or opportunity for improvement exists. The procedure involves using increasingly stringent measures each time the employee fails to correct the problem after being given a reasonable opportunity to do so. Providing feedback to the employee so he or she can correct the problem. The goal of progressive discipline is to improve employee performance. The supervisor has a responsibility to expect and demand proper performance along with the employee deserving to know when he or she is out of compliance with the company's policy. To make this form of corrective action work the supervisor must inform the employee of the consequences in the event he/she fails to comply. Documentation is also essent
ial, throughout the full sequence of progressive disciplinary steps. Documenting each step along with the employee's inappropriate actions in witch the employee was appropriately advised. Witch could spread to other employees through sarcasm and then lessen the total work force. Terminating employees also makes the management concerned about the employee's dissatisfaction. Turning the employee around to where they are more reasonable and willing to comply with the organization's rules and regulations. This letter should be written in a manner that the employee can understand it being brief and to the point. Since there are drastic outcomes termination should be reserved for serious offenses and used only as a last resort to correct other offenses. During this discussion, the supervisor is to help the employee alleviate any misunderstanding and clarify a direction for necessary and successful correction. Reviewing the employee's work record and history of related offenses that could have lead to the one at hand. The propose of the letter is to motivate the employee to do better not to punish them. It is always a good idea to have the written warning reviewed by the human resource department before giving it to the employee. Instead of just getting rid of employees that may have a problem arise. These include suspension, demotion, and reduction in pay. This letter is to contain three parts: past, present, and future. If this is done fairly and properly there should be a less chance for a grievance or appeal to be filed.
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Acceptance Essays
