Jun 14, 2018

On disciplining your subordinates

Margaret is a newly hired manager in a call center company. Being younger than his subordinates he was in a quandary on how he would discipline them whenever they violate the established norms of their organization.

Employed properly, without bias and swiftly a disciplinary action could straighten an errant behavior. Employed with the intention to simply shame a subordinate a disciplinary action  could immediately backfire to the one who is imposing it. 

So how would you go about in disciplining an errant subordinate? The first that you should do is you have to discipline in private with you present and the errant subordinate only. Your action should focus on the offense alone and not the person involve. For example, if the offense is his/her being noisy in the workplace which disturbs the concentration of his/her co-workers.

By all means focus your disciplinary action on his/her being noisy never try to delve into his/her personal character.  For the simple reason that a disciplinary action must always point to the offense and not the person involve in that offense. 

After all has been said, ask the person involve on what solution he/she could suggest to heal the offense. After listening to the suggestion and if you are satisfied treat it as a closed issue and move forward.

If you are not satisfied with the suggestion it is incumbent upon you as a manager/leader to craft or create a useful solution that would solely focus on the offense and not the person. -  Marino J. Dasmarinas    

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