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How To Discipline An Employee For Poor Performance

clock February 24, 2014 12:15 by author Administrator

No manager or supervisor wants to have to discipline an employee for poor performance.

It can be difficult to convey disappointment with an employee's performance. You still want to be compassionate and encourage the employee to do their best.

However, certain strategies allow the employee to learn from their poor performance. Here's how to help them become the best employee that they can be.


Often, discipline takes on a negative connotation, but it doesn't have to. In a positive light discipline can inspire employees to grow.

The goal of motivating an employee through discipline is to improve their performance. It's not getting them started on a path that leads to eventual termination.

Example: An employee has a difficult time arriving on time. The usual reaction is that they get a verbal warning, or written warning, which can be perceived negatively.

However, using motivational discipline to help the employee arrive on time would be a collaborative discussion about how to better manage time.

This allows the employee to take note of their punctuality. It also helps them gain skills, awareness, and knowledge of their employer's standards and expectations. 

When they arrive on time the following day, be sure to give them a thumbs up and let them know that you notice and appreciate their effort. Positive praise works wonders compared to negative discipline. 

Be Specific

When it comes to meeting with an employee regarding discipline, it's important to be specific.

Employers fall into the trap of using vague phrases such as "bad attitude" or "insubordination." The employee may not be aware of the specific behaviors that led to the meeting.

Without specifics, employees may become upset and the meeting may go poorly. Be candid; explain the behaviors or actions that led to the meeting.

For example, if the employee made a snide comment during a meeting, be sure to include that as an example. This will allow the employee the opportunity to reflect on their behavior and learn from it.

Address The Issue Head On

Often both employers and employees want to avoid conflict. This means they will try to get out of difficult conversations . But, when it comes to an employee's performance, the issues must be addressed.

By meeting with them and explaining the expectations you are in a better position to help empower your employee. By framing it as a meeting and less of a discipline referral your employee is more apt to embrace and adopt positive changes.

They are more likely to engage in a productive dialogue. Perhaps they were unaware of certain aspects of their duties and now they know how to perform their job better. It's important to train your employees and model appropriate behaviour.  

It's also important to give your employee the chance to improve their behavior and encourage them along the way.

Handing out discipline to an employee is not a comfortable experience for the employer or the employee.

Adopting a more motivational standpoint allows discipline to be viewed in a positive light. Employees who feel that their employer supports them and listens perform better.

Praised employees perform better than those who are constantly berated and written up.

Of course not all situations in the workplace warrant motivational discipline. Issues such as drug use, stealing, or sexual harassment are much bigger issues and may even need dismissal. 

Motivational discipline can be the difference between a good employee or a pink slip.

Do Bosses That Apologize Have More Engaged Employees?

clock November 27, 2013 12:02 by author Administrator

Do bosses who refuse to apologize see worse results on employment engagement surveys? Does accountability lead to engagement?

According to the global Leadership Pulse Survey, almost half (43 per cent) of employees say that their managers rarely or never apologize. At the same time, only 19 per cent of employees responded that their bosses always or often say they're sorry.

"The lack of employee engagement is a huge issue among U.S. workers and our research found that employees who register low levels of trust at work, are also the most likely group to report low engagement,” said Andrew Graham, CEO of Forum Corp.

"When managers aren't transparent in their actions – and that includes accepting responsibility for errors, being truthful with their employees and acknowledging hard work – that tends to breed mistrust among employees."

Their data also shows that:

  • 96% of employees say it's extremely important for employees to have a manager they can trust
  • 56% of managers say it's extremely important for employees to trust their managers
  • 37% of employees say that they trust managers less today, compared to past years
  • 78% of managers say they refrain from asking for forgiveness for fear of appearing incompetent, while 22% are afraid of looking weak

If you have any questions about what an employee engagement survey can do for your company, please contact us any time.

What can employee performance evaluation software do?

clock September 25, 2010 05:55 by author Administrator
A timely interaction among the employees and their superiors, where the performance of the employee is discussed is called performance evaluation. This is done to improve the flaws of the employees and to work upon their strengths in order to enhance their skills. If done manually whole process can seem to be very tedious and time consuming. So, this process has been taken to the next level and experts have developed employee performance evaluation software. The software is easy to use and can complete the evaluation of process in an orderly manner so that it can yield productive results. With the help of this software the manager can align the objectives of the employees to the objectives of the business. The software provides a complete analysis of the performance of the employees. Some software provides modules which are flexible to use and give effective results. This provides options where both the employee and employer can use it at the same time. Such software’s reduce lots of work load. With this available on the internet the employee can fill in reviews and forms. Employee performance evaluation software is a time-saver as all the calculations and aggregation of the organization that was earlier done by hand can be now done by this software alone. The evaluation process is very important for the organization and this process has to be done in a very confidential manner. This software provides systematic and efficient review process and it also provides a feedback that is structured. Employee performance evaluation software also helps to improve communication between the employee and the employer. It is possible that all the employees of the organization are not aware or do not understand the process of evaluation. In order to avoid this, the software is built to educate the employee about the evaluation process. So, implementing such evaluation software can save a lot of time and efforts and at the same time can prove to be very beneficial to the employees.