Disciplinary

Disciplinary Day three

By the end of the programme

We will be able to handle disciplinary procedures with more confidence.

Disciplinaries are perceived as a punishment, but they should be used for performance correctivness. (Gross misconduct not included in this)

Through performance management you will be there to enhance performance and development, if this fails then you may have to use disciplinary procedures. But through performance management we hopefully should never to use the disciplinary procedures, and if we do it should be used as a corrective procedure rather than firing somebody. This is only used as a last resort to fire people from their job, but we try to avoid this procedure as much as we can.

When we are in a role of importance we have to set boundaries so that the team know from the start that there is a line they cannot cross at anytime.

Manager's view of a disciplinary:

To correct behaviour and performance

Set an example to the team

To sack someone properly

To maintain discipline

Waste of time Ð'- paperwork

Hope they will leave

Last resort

Scare tactic/threat

Kick ass (not literally)

Change performance

Staff view of a disciplinary:

To scare me