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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