The Four Steps to Effectively Disciplining an Employee

Published: July 13, 2008, 10:09 am

Tags: uncategorized, disciplinary action, disciplining, for cause, human resources, job description, performance, performance improvement plan, reprimand, termination, underperforming, verbal warning, warning, written warning

When you have an employee who is underperforming for any reason, you must quickly and honestly discuss this with that employee. This discussion will be more easily directed if you have a solid, up-to-date Job Description document for this employee's position, which has been reviewed at length with the employee and submitted to the Human Resources Department for their permanent file. If employees haven't been given clear direction in their jobs, it's hard for us as managers to understand our expectations. (But the subject of a good Job Description document and how critical it can be in directing an employee's performance will be the subject of an upcoming article.) So, we'll assume for the sake of this article that your employee has a valid, up-to-date Job Description that accurately outlines exactly what the company's expectations are for him/her. And let's also say that this same employee is not meeting one or more of

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