Tags: JOB, WORKPLACE, EXECUTIVE, MANAGEMENT
Disciplining an erring worker or a subordinate is a mine field. There are more don’ts than do’s. No matter what the provocation, as you become more experienced you will realize that it’s better to act than to react. But there are some dos you can safely fall back upon in these situations as listed in an article in Human Resources 2.1.
1. Keep it private.
An erring worker or a subordinate should be disciplined privately and in a calm manner. When you blow a fuse the worker will feel overwhelmed and stop listening to you. When you deal privately, it preserves his dignity among his colleagues.
Alternatively, you can ask your managers to schedule disciplinary meeting separately. It will give those involved time to cool down.
2. Get to the bottom:
Instead of going off on a tangent, first go to the root of the problem. Question, enquire and find out what exactly caused it. Once you have understood the cause, you can suggest remedial measures and correct their way of working.
All the questioning you do will make a sincere subordinate stop and realize where he is going wrong.
3. Keep it to the point:
Point out of the fault and stop. Show the right way and correct. Don’t criticize the worker or his personality. Criticise his work. Bringing up his failure and making it a reflection of his personality or upbringing will only alienate him.
This will make him feel respected and will make him more favorably disposed to you.
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