Corrective Actions for Problem Employees

After you've investigated a problem or complaint, if you find that action is necessary, you'll need to deal with the employee in question. Prior to disciplining an employee for violating work rules or engaging in other workplace misconduct, ask yourself the following questions.

If, after going through these questions, discipline still seems appropriate, you should proceed to determine what steps are most appropriate for the problem, since different disciplinary methods should be employed depending on the problem. Generally, you can choose one of two courses of action in dealing with the employee. You can:

On the whole, coaching is more desirable because it focuses on changing the behavior and retaining the employee. However, there are times when you want to penalize or punish an employee, and discipline is necessary in those instances. It’s important to understand the difference so that you can make an informed choice about your course of action.

Disciplining employees. Disciplinary action is the appropriate response when employees fall short of your expectations by choosing not to comply with the rules that you've set forth. A disciplinary policy can help you if you have to defend against a wrongful firing action filed by an angry ex-employee.

We strongly suggest that the first thing you do is call the employee aside and talk about the conduct informally. Sometimes people aren't quite aware of what you want. You're dealing with people, and they aren't predictable. But, except in the case of serious misconduct, talking with an employee is the best first response.

If you've decided to discipline an employee, keep your temper and don't react hastily or angrily (easy to say, tough to do, sometimes). Before you react, verify that the employee misconduct in fact occurred, and that there aren't any unusual or extenuating circumstances that might explain apparent misconduct. Measure the gravity of the offense in terms of its potential consequences to your business and the safety of others. Then, respond in a manner appropriate to the seriousness of the conduct you find unacceptable.

Be certain to document the entire disciplinary process from start to finish. A clear record of what occurred can establish that your conduct was appropriate.