Transcript Discipline
Confronting an Employee during a Counseling Session Performance orientation Deterioration Confidentiality Exemptions Improvements needed Diagnosis Responsibility Moralizing Sympathy Discipline Hot Stove Rule Advance warning Immediacy Impartiality Consistency Choose a time and pace that ensures privacy and freedom from interruption Have your facts in writing & clearly understood Be businesslike and serious Adopt a pleasant approach Take charge of the meeting. Lay out case with specifics. Get agreement on essentials and listen for new information Be clear about the fact that behavior is at issue, not the person Try to get commitment for improvement and no repetition of any offenses Tips for Giving Feedback CCH Business Owner’s Toolkit 1. Get to the point The purpose of this meeting is.. I asked you here to discuss… I want to spend some time discussing how you…. 2. State why you are having this conversation I have a concern about… A problem has occurred in… 3. Describe what you know I saw…. When I was told, I looked into the issue by… 4. Describe the consequences of the continued behavior If this continues, then… 5. Describe how you feel about what you know I am very concerned about… I am upset that errors make us look bad… 6. Encourage the other party to give their side of the story That is what I saw, but what is your view… Is that the way it happened… What is your reaction? 7. Ask as many questions as you need to understand the situation from the other person’s perspective Well, how do you know that… And then what happened?.. If you did that, then why did…. 8. Decide what specific actions must be done, when, and communicate that to the employee. I believe you must… Before the next meeting, you will… 9. Summarize the conversation Let’s recap. You will… and I will…. 10. Follow up I will contact you next….. Termination Termination Last resort Extreme actions Gross insubordination Drunkenness on the job Willful destruction Serious cases of dishonesty or theft Bringing a firearm on company premises Violence toward others Can you legally fire someone? Wisconsin – YES Most states are employment-at-will Exceptions: Contract Implied contracts Public policy Bad faith Other state/federal laws Companies held legally liable for not firing when employer is aware that the employee may cause harm to others and does nothing. If a future incident occurs, the employer is liable. Avoiding lawsuits regarding termination Investigate thoroughly, especially the incident which lead to firing Use fair rules and procedures Let employees know what they are Use regular performance appraisals Document Don’t fire on the spot or in anger Termination meetings Prepare a checklist or summary Give reason for discharge Seek out employee’s explanation and alert attorney/HR if necessary Stay firm with your decision Explain benefits Review job reference policy Retrieve company items May use termination release form which releases company from any liability