Discipline & Termination

Gird for hard conversations

December 3, 2016
If you begin a difficult conversation in a fretful frame of mind, you’re already in trouble. Your anxiety may lead you to say or do things that make matters worse.

3 types of employees bosses should address

November 7, 2016
There’s no shortage of negative employee behaviors that can have an ill effect on the entire workplace. The problem is when the behavior is not so bad where discipline or termination is in order, but managers must do something.

Deep breath–then discipline right

November 2, 2016
This is a chance for a healthy reset—one that can reflect well on the people in charge.

When an employee needs an ‘adjustment’

October 23, 2016
If you’ve been lucky enough to avoid those truly awkward conversations with employees, let’s hope it’s not because you’re practicing avoidance.

Firing is never pleasant: 4 steps to ease the pain

August 30, 2016
There’s no perfect way to tell an employee that his services are no longer needed. But there are some general guidelines to keep in mind that can make things easier.

Does disciplining make you uneasy?

August 13, 2016
Many managers dislike having to discipline their workers. And the employees who fail to produce acceptable work are rarely the easiest ones with whom to talk. They may be prickly, snide or cryptic. Here’s how to discipline them.

5 key steps leading up to a firing

July 15, 2016
No employee should ever be taken by a “You’re fired!” surprise when it comes to subpar performance.

What to do when worker refuses to sign disciplinary memo

June 17, 2016
Every manager knows the importance of disciplinary documentation. But what happens if an employee refuses to sign his disciplinary memo?

Insist that employees follow call-off rules

May 27, 2016
Some employees think as long as they can get a doctor’s note certifying that they missed work due to a disability or a serious health condition, they can’t be punished. Not true!

Document all the details when disciplining

May 19, 2016
Skipping careful analysis in discipline investigations is a bad idea.