Bad behaviors in the workplace decrease productivity, hurt morale and may cost the company business. Whether you're dealing with a minor problem, such as chronic lateness, or something major, like falsifying financial reports, prompt attention to the issue is key. Establishing a standard for behavior sets the expectations for employees to follow. When someone ignores the standards, a following a strict discipline procedure helps to correct the situation.
1. Create a thorough employee handbook that includes policies on behavioral expectations and consequences for breaking those policies. Policy topics often include punctuality, attendance, using time off, safety procedures, employee theft, dress code and behavioral guidelines for interacting with colleagues and clients.
2. Require all employees to review the policies and sign an acknowledgement form. Provide the employees with copies of updates made to the policies as necessary.
3. Send out a memo or email message to all staff members if you notice a particular bad behavior in several employees. For example, if punctuality becomes a problem with many employees coming in late, send a memo addressing the issue that references the company's punctuality policy.
4. Document the occurrences of the behavior, particularly if it is a matter addressed in the handbook. For example, monitor and document the time an employee arrives if punctuality is a problem.
5. Address individual employees in a private area to bring the bad behavior to her attention. Give specific examples of the negative behavior. Present the particular workplace policy that the behavior breaks.
6. Work on a plan to correct the behavior with the employee. Explain your specific expectations to improve the behavior.
7. Follow the disciplinary action plan in the company handbook if the bad behavior warrants it. The punishment depends on the severity of the behavior, past discipline problems and the policies you defined in your handbook. You may choose a more lenient consequence for an employee with no prior behavior issues who commits a minor infraction.
8. Monitor the employee's behavior going forward to ensure the disciplinary action and plan for improved behavior is effective. Review the plan and discipline if it doesn't appear to help. Move on to the next disciplinary action step, if needed to correct the problem.
- Implement disciplinary actions consistently with all employees to avoid accusations of favoritism.
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