As a follow-up to last month’s post on corrective actions, let’s explore the disciplinary process in general.
It is understood that every organization, whether large or small, has specific procedures and guidelines for their disciplinary process. Here are my general rules that can apply to any organization. They should be especially helpful to those organizations just starting to develop a performance management program and documentation of operational processes and procedures. Remember, the NATSO Foundation’s Truckstop and Travel Plaza Training Manual is available to help you get started with your operational process and procedures.
But, I digress…
Organization’s disciplinary processes often have flexibility built-in, allowing management to deal with performance issues, as they deem necessary. While I am not a human resources expert, I would caution you to limit the amount of flexibility you give. The safe rule of thumb is the disciplinary action should match the severity of the behavior/event/issue. Leadership should create and communicate to management and staff their detailed guidelines for what the specific results are if an undesired action is taken. If everyone knows the rules, the clearer the results of the undesired action are. Remember when creating your guidelines:
All team members must be held to the same standards; and
As referenced above, the crime (undesired action) must fit the punishment (disciplinary action). More