Performance Management: Disciplinary Procedure (E)
What is the right approach of manager to performance management? How to encourage performance? How to deal with underperformance?
Posted: May 2010
Disciplinary measures are necessary in case of continuous underperformance and negative attitude of employee. Such behavior is not acceptable, since it create negative impact not only to the performance of that position, but to the overall working atmosphere and team spirit.
The aim of the disciplinary measures is to recognize and understand the current situation. The full understanding for causes is necessary.
The basic principles of the disciplinary process are justice, fairness, fact based proofs and same treatment for every employee.
The background for the disciplinary procedure should be Labor Law, Employment contract and transparency of the process.
The disciplinary process should be developed gradually, from last disciplinary measure to the contract termination.
Every disciplinary process should be documented. Basic documentation should contain:
Written statement of the employee
Written statement of the witnesses
Notes and evidences of previous events
Record of previous disciplinary measures
Additional documents ( photo, video, audio records )
The range of disciplinary measures should be defined by the company with the Disciplinary procedure. The procedure should be aligned with the local legislation. The usual scheme of disciplinary measures is.
Written warning prior to contract termination
Financial penalty in case of cause of damage or loss to the company
Transfer to another department and position
Suspension from the position for specific period of time ( partially salary )
It is important to keep the track of all records, since every document may be potentially used as the evidence on court, in case of contract termination.
Performance Management And Employee Development
Full Performance Standards
Reasons For Underperformance
Feedback As A Tool Of Managing Performance
Obstacles In Performance Management
Managing The Underperformance
Handling The Problematic Employees