- Focus on the specific problem rather than the employee’s
attitude or personality.
- Gain agreement with the employee that
a performance problem exists and that the employee is responsible for changing
his or her behaviour.
- Approach discipline as a problem
- Document suggested changes or
commitments by the employee.
- Follow up to ensure that the employee
is living up to his or her commitments and to reduce the likelihood of having
to take more severe action.
Disciplinary action should be
Advantages of Warning Procedures
|Lessens likelihood of unfair or hasty
|Lessens likelihood of poor morale
|Potential good employees are salvaged.|
|Need for 3rd party