A very stressful part of being in a leadership position will be when you are faced with having to issue a written warning letter to an employee in an effort to insure productivity stays and high and morale is maintained. Although it is very hard to believe, but the fact is that your staff is paying close attention to see what you will do if someone is breaking the rules.
Ever since Adam and Eve were put in the garden employees have pushed the rules. Therefore, if they notice that nothing happens to an employee that calls in sick all the time they will quickly understand that it is ok when rules are broken. So if you do nothing there is a good chance that your production rate will fall dramatically.
Establishing and informing every one of your workplace rules is one of the very first and extremely important duties that must be accomplished before presenting a written warning letter to any staff member. Producing an employee handbook outlining all your policies and rules and what consequences will occur if they are not followed is one way to handle this. Just to mention a few of the policies that should be included are, tardiness, absenteeism, insubordination, misconduct, etc.
After producing your employee handbook it is just as important to insure everyone gets their personal copy of it and then signs for it. You will also be encouraged to learn that you can obtain some very good employee handbook programs online for under $50. However, if you are so inclined you can spend a lot more money if you are looking for something more complicated with all the frills.
Insuring that you are treating everyone fairly and consistently is so important in any employee discipline program. So many legal actions are taken by an employee that is treated differently than someone else for doing the same thing. Some supervisors do their best to try and explain their actions by telling everyone that one employee performs so much better than the other; however, if they both violated the same rule you better treat them the same. Enforcing your policies selectively will end in disaster.
Facts and facts only should be contained within the written warning letter itself. Never use words that refer to emotions like "I think" or "I believe." When finally sitting down and composing the written warning it should have the following elements; what rule they violated, specifically how they violated it, if they have been disciplined before, how they must improve, and then what will happen to them if they violate the policy again.
One consideration you should make as you put your disciplinary program together is to begin with the least severe type of discipline, and then if someone continues to violate your policies progress to more severe punishments. Of course there will be those times that you will immediately have to terminate someone, for instance like fighting. When you are designing your employee handbook it is a good time to think about those choices. You should be just fine provided you insure that you are treating your entire staff fairly and consistently.
Ever since Adam and Eve were put in the garden employees have pushed the rules. Therefore, if they notice that nothing happens to an employee that calls in sick all the time they will quickly understand that it is ok when rules are broken. So if you do nothing there is a good chance that your production rate will fall dramatically.
Establishing and informing every one of your workplace rules is one of the very first and extremely important duties that must be accomplished before presenting a written warning letter to any staff member. Producing an employee handbook outlining all your policies and rules and what consequences will occur if they are not followed is one way to handle this. Just to mention a few of the policies that should be included are, tardiness, absenteeism, insubordination, misconduct, etc.
After producing your employee handbook it is just as important to insure everyone gets their personal copy of it and then signs for it. You will also be encouraged to learn that you can obtain some very good employee handbook programs online for under $50. However, if you are so inclined you can spend a lot more money if you are looking for something more complicated with all the frills.
Insuring that you are treating everyone fairly and consistently is so important in any employee discipline program. So many legal actions are taken by an employee that is treated differently than someone else for doing the same thing. Some supervisors do their best to try and explain their actions by telling everyone that one employee performs so much better than the other; however, if they both violated the same rule you better treat them the same. Enforcing your policies selectively will end in disaster.
Facts and facts only should be contained within the written warning letter itself. Never use words that refer to emotions like "I think" or "I believe." When finally sitting down and composing the written warning it should have the following elements; what rule they violated, specifically how they violated it, if they have been disciplined before, how they must improve, and then what will happen to them if they violate the policy again.
One consideration you should make as you put your disciplinary program together is to begin with the least severe type of discipline, and then if someone continues to violate your policies progress to more severe punishments. Of course there will be those times that you will immediately have to terminate someone, for instance like fighting. When you are designing your employee handbook it is a good time to think about those choices. You should be just fine provided you insure that you are treating your entire staff fairly and consistently.
About the Author:
Looking to find the best information on disciplining an employee, then visit www.leadership-skills-for-life.com to find the best advice and a free form to to assist in preparing a written warning letter for you.
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