The term “discipline” and others like it may come across as offensive or restrictive to both employees and employers. Whether you’re the giver or receiver of discipline, either situation is uncomfortable. However, creating a disciplinary policy under an organization can actually enhance employees’ safety and productivity on many levels. These rules and regulations can help the workplace run smoothly and prevent unnecessary complications.
If you own a business, many employees and even managers might not agree with certain regulations that you propose. Despite any concerns you may have about creating a detailed set of disciplinary rules, and despite any resistance you may face, it is still important that you do so.
The following are some pointers for implementing constructive discipline in an organization for the betterment of employees and employers alike:
Lead by Example
If managers don’t lead by example, it’s a relative guarantee that lower-level employees won’t take the rules seriously, either. Inside a firm, employees tend to set their standards of discipline relative to that of their superiors. So as a first disciplinary measure, make sure to evaluate your actions and conduct before schooling employees to correct theirs. You can start by formulating certain rules for managers and getting them onboard before bringing other employees into the fold.
Provide Policies for Unacceptable Behavior
No matter what the intensity of an event or position of a person in the company, nothing and nobody must justify unprofessional behavior or misconduct with another employee. If you want your workplace to be a productive space, everyone should know what the consequences will be for misconduct. You can introduce a three-strike system where three transgressions will result in the person being fired. Set punishments and penalties that apply to foreseeable transgressions.
Help Employees Report Incidents
In order to create a safe and open work environment, you need to encourage employees to communicate. Giving the employees an easy way to report misconduct without fear of reprisal is essential. This can give employees the power to create better environments for themselves and others to work comfortably.
Managers should also know what to do under certain foreseeable circumstances. For example, if an employee is injured at work, they should be treated respectfully, and procedures should be followed by law to bring a workers’ compensation claim, if appropriate.
