We were talking about a companies absentee policy earlier, and one of the key factors is follow through. It’s not enough to just tell someone to work on the problem, because you’re a company, you need to document you made an effort to let the employee know there’s a problem with their behavior.
When we’re talking about disciplinarian behavior, one of the things that is easy to do is telling someone they did something wrong. This was incorrect, we have a problem with this. What’s an important process when you have an employee is to tell them what they can do to correct or right that behavior or problem. Giving them options and knowing what is expected of an employee makes it easier for them to change their pattern.
Have you come out and said what the problem is, or have you beat around the bush?
Let me give you an example:
a. It’s important that you keep your office area presentable for everyone.
b. A large calendar with girls in small bikini attire is not appropriate in your office. We’d ask that you remove it and choose something more office appropriate.
Let’s face it, in example A, they may not know what you’re talking about. In example B, you’ve drawn out exactly what the issue is. Whether it’s something as simple as tardiness, insubordinate behavior, lack of pride in their work, if you don’t spell it out, they may not realize you have an issue with the situation at hand.
Have clear written policies, and if there’s a question, spell it out.
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