The current financial crisis has sadly resulted in many people being made redundant and unemployment levels, particularly in the UK, are now the highest they have been for several decades. This means that in order for businesses to succeed, more and more is being expected from employees often without any hope of a pay-rise.
In such an environment having clear discipline procedures as well as providing constructive criticism where necessary is crucial to maintaining levels of productivity.
Understanding Workplace Discipline
Discipline in the workplace is especially required if one has to interact with challenging or under-performing staff, however in order to manage well, it is important for managers to be able to enforce discipline effectively and appropriately. In cases where an individual's behaviour is detrimental to an organisation it may be necessary to use one of the following forms of discipline: verbal/written warning, removing perks, reducing hours, cutting pay or demotion.
Workplace Discipline Must be Clear and Recorded
If the employee has not got the foggiest as to what his or her employer is unhappy about then it is not going to be in any way effective. This is why any vague or general statements are best avoided and instead clear examples of exact behaviours or actions need to be explained in a brief and direct way. As a means of safeguarding oneself it is essential that any acts of discipline are recorded, in addition to the reasons why such actions were necessary and any reviews relating to such incidents.
Understanding Constructive Criticism in the Workplace
Constructive criticism is different to discipline because it is part of a learning process and a way of highlighting a fault and showing how the task should correctly be undertaken. This approach is important when instructing a new employee, whereas discipline is used when a person knows that their behaviours or actions are unacceptable.
Workplace Criticism must be Constructive
In order for constructive criticism to be effective in altering an employee's behaviour it is vital that one does not forget the constructive part of the approach. For example, if a manager indicates that he or she is wanting to offer constructive criticism and instead goes on a rant about x/y/z not being right and does not include how things may be improved then it will almost certainly grate on the individual concerned and act as a real demotivator.
Think about the individual one is intending to offer constructive criticism too - remember that some people cope fine with hearing criticism in a public environment while others would be able to manage it much easier if it were given in private.
Source:
Sember, B. & T. (2009) Bad Apples Avon: Adams Media
Kate Le Page - Kate Henning-Le Page writes about eating disorders, body image and recovery issues. She specializes in anorexia recovery.
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