Managing employees can be challenging, considering how much it takes to maintain balance and fairness, especially when taking disciplinary actions. Employees of an organization can come from diverse backgrounds with varying personalities and attitudes. As an employer, you need to navigate these complexities objectively.
Fortunately, there are ways to address misconduct and performance issues fairly, such as using a progressive discipline scheme. This method provides a graduated form of conducting disciplinary actions, ranging from warnings to more severe measures based on the incident’s severity.
This structure gives employees a reasonable amount of time to learn about the issue and correct themselves. Additionally, employers keep records of the cases and corrective measures, providing a better understanding of whether the involved employees exerted proportionate effort to address the issue.
Minimizing employee complaints with leniency
Progressive discipline gives room for leniency wherever appropriate, making employees feel heard and understood while assisting them to improve themselves. Since resolution efforts come from both ends, employees often have no reason to complain because of the process’ fairness and objective approach. Also, this scheme allows managers to collaborate with employees, allowing them to receive support while working toward the same goal.
Considering other factors impacting disciplinary actions
Progressive discipline can give employees chances to resolve behavioral and performance concerns, but some issues can be too significant for leniency. Specific violations can be too severe and unlawful, necessitating immediate response from employers, such as suspensions, demotions or termination.
Employers can include these details in the employee handbook to communicate them correctly. They can also seek legal counsel when drafting these policies to ensure they comply with local and federal employment laws.
