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.
Once you have created your employee handbook it is equally important that you make sure each staff member gets a copy and signs for it. The good news is that you can find great employee handbook templates online for less than fifty dollars. Of course you can find some that will cost a great deal more, but not sure they are worth it unless you like all the fluff that comes with them.
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.
It is important to only state the facts when putting together the actual written warning letter. Using words like "I feel" are emotional and should not be used. The actual written warning should have within it the following; the specific violation, all the details surrounding it, whether the employee has received prior disciplinary action, what is necessary for them to improve, and finally what will be the results of them violating another company policy.
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.
Once you have created your employee handbook it is equally important that you make sure each staff member gets a copy and signs for it. The good news is that you can find great employee handbook templates online for less than fifty dollars. Of course you can find some that will cost a great deal more, but not sure they are worth it unless you like all the fluff that comes with them.
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.
It is important to only state the facts when putting together the actual written warning letter. Using words like "I feel" are emotional and should not be used. The actual written warning should have within it the following; the specific violation, all the details surrounding it, whether the employee has received prior disciplinary action, what is necessary for them to improve, and finally what will be the results of them violating another company policy.
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:
Want to find out more about how to write a written warning letter, then visit Gregory Covey's site. You can also pick up a free employee discipline notice form to assist you in your disciplinary program.
via oneofthebest
0 commentaires:
Enregistrer un commentaire