How do I?
Ideally, when the employee first started or if the employee was already there when you became the supervisor, the employee was told in writing what his duties were. The written notification for this employee and all employees should be in your file.
The employee should be given a direct order or directive to clean his area. The direct order provides the basis for discipline if an employee chooses not to comply with directions from the supervisor or manager. If the employee does not carry out the direct order, the employee is insubordinate.
The direct order should be given:
If practical, have another supervisor witness the direct order and document the direct order in your log. The log should include what was said, when it was said and identify any witnesses.
If the employee complies with the direct order, your documentation should be filed in the event that the employee refuses to comply in the future. If the employee does not comply, then you should discipline the employee for insubordination.
You may want to give both employees the direct order at the same time. Try to have another supervisor present. This will ensure that both employees will hear the same direct order and addresses potential accusations of your playing favorites.
What will you do if your most reliable employee starts to constantly report for work late?
What is company policy? What is your policy? Have these policies been formally communicated to all staff? Do employees have a flexible schedule? The point is that you cannot hold employees accountable for either rules that have not been established and have not been communicated to all employees.
Document any communications regarding company policy and your standards of behavior to staff. Given that the employee has been productive and reliable in the past, take the employee aside. Talk to the employee, confirm the employee's knowledge of the policy and identify the problem. Typically, tardiness is a symptom of a problem. For example, the employee may be having personal problems, childcare issues, suffering from burnout or simply bored by the work.
Inform the employee of the consequences if the tardiness continues and work with the employee to resolve the problem. Document your discussion with the employee so that if the tardiness continues, you've established the basis for discipline.
How do I document a discipline?
A proposed discipline should be documented with:
The format is typically determined by either your supervisor or your company's human resources unit. All disciplines should be documented with their guidance and approval.
I inherited an older employee who can't seem to keep up. How do I discipline the employee?
Age is irrelevant. Don't make any connection either implicitly or explicitly between your desired action and the employee's age. Age discrimination is against the law. Keep in mind that its generally more cost effective to bring an employee up to standards than to recruit, hire and train a new employee.
Your objective is to have all of your employees perform to the company's and your expectations and standards. Does the employee know what is expected of him or her? Has the employee been properly trained? Does the employee have the proper equipment or tools?
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