It takes management’s decision to fire someone at the workplace. But before this decision, a corporate trustee must deal with infractions employees commit, no matter how little, frequent, or severe.

Please consider the following four guidelines to ensure the success of any disciplinary measures taken against employees.

Alter the tone of your mind.

It’s understandable to address an employee’s poor performance separately. If you’ve harbored resentment for a long time, it could be challenging to express yourself clearly while issuing a verbal or written warning.

Trying to see things from the employee’s perspective could also be helpful. Two benefits come from giving your staff that benefit of the doubt:

• It’s more cost-effective than finding and hiring a replacement for an employee whose performance falls short of expectations because it allows both high- and low-performing workers an opportunity to raise their game.
• This method makes bad employees who don’t care about their employment easier to spot.

Keep in mind that letting your anger develop will only make it harder for your staff to improve their performance and positively impact the company. Take immediate action and stop problems in their tracks.

Maintain Flexibility

Do your best to maintain some degree of flexibility in your employee handbook. Many employers seek strict guidelines when writing an employee handbook. Employees may be let off if they are late to work more than three times a month.

Using absolute language like “shall” eliminates any wiggle area if an employee experiences delays for acceptable reasons. The only way to be fair and above suspicion is to stick to your policies. Using “will” or “may” is to discipline workers fairly and equitably.

Record the Specifics Disciplinary Discussions.

Keeping a log of everyday absentee or staff disputes is insufficient. You’ll need to let people know that you’ve identified a pattern and some problematic behavior.

Counseling through conversation should be your first option. Make it clear that the worker’s actions or performance have reached unacceptable performance or behavior. After listening to the worker and addressing the necessary steps to improve, make it clear that further infractions will result in more serious disciplinary action.

Send the employee an email summarizing your action, making sure to be clear and concise about what was discussed and expected. If you think the worker misunderstood your reasoning, have them respond.

You’ll have an easier time keeping your emotions in check and providing just verifiable data in your email if you deal with the problem before you completely lose your cool.

Employees will always find a way to accuse management of favoritism or wrongdoing regarding disciplinary action. However, following your employee handbook and keeping good records can reduce the likelihood of termination.

Guarantee uniformity throughout the company.

Ensure your HR use the correct disciplinary measures when necessary. The employee handbook completes the initial part of this task. The HR department is given direction by a set of written policies that have been carefully considered.

Any procedures that your company deems essential should be outlined in the manual. This typically includes a series of escalating punishments, such as verbal counseling, written counseling, and ultimately, dismissal. 

Problems with attendance or tardiness may be addressed promptly, whereas problems with performance may call for extra instruction and practice. Again, your policies should be adaptable to the wide variety of issues and situations that will be presented to your managers.

Using a team model can also help to guarantee that supervisors aren’t letting their emotions get in the way of discipline. The manager should have their supervisor or management from another department evaluate their notes and written conversations about the problematic employee to serve as a sounding board.

It’s advisable to take a deep breath, step back, and think about the situation objectively. Even if it’s clear that taking some action or terminating the relationship is necessary, it’s always a good idea to collect all relevant information first.