Employees who perform poorly or commit misconduct cost organizations billions of dollars each year. But many supervisors are reluctant to confront poorly performing employees. First, many supervisors want to avoid conflict. Second, supervisors may not feel confident in their ability to provide constructive criticism or effective discipline. And third, supervisors may fear making a mistake in the discipline process for which their organization could later be sued. Indeed, each year improperly handled discipline and termination decisions cost employers millions of dollars in litigation costs, verdicts, and settlements.
In this 1-hour course, supervisors will learns how to lawfully and effectively coach and, when necessary, discipline employees. Supervisors will learn the practical skills they need to confidently:
- Document poor performance or misconduct
- Counsel or discipline employees at the first sign of problems, rather than waiting until problems have escalated
- Document disciplinary actions properly
- Terminate employees lawfully, working with the HR department
- Avoid discrimination, wrongful termination, retaliation, due process, and other employee lawsuits
The course will address issues such as:
Purpose of Corrective Action
- Goals of providing employees feedback, counseling and discipline
- Why supervisors are reluctant to honestly evaluate and promptly discipline employees when needed, and the legal and organizational dangers of not doing this
Documenting Employee Performance and Discipline
- Identifying and keeping a diary of specific incidents and behaviors
- Properly documenting counseling and disciplinary meetings with employees
- Keeping documentation focused and professional
Meeting With the Employee to Discuss Your Concerns
- Restricting comments to specific incidents of poor performance or poor behavior
- Asking for an employee’s suggestions on how to prevent problems from recurring
- Handling your emotions and properly responding to the employee’s emotions
- Choosing the appropriate level of discipline
- Making sure that an employee has the resources and training necessary to do the job
- Ensuring that the employee understands your expectations and performance requirements, the specific actions he or she will need to take to improve, and the consequences of not improving
Performing Follow-Up Meetings
- Reviewing each incident of poor performance or misconduct and informing the employee of problems remaining or of the employee’s successful improvement
- Discussing further violations of organization policy
Factors to Consider When Deciding Whether to Terminate an Employee
- Ensuring that discipline is applied consistently
- Avoiding terminations that could be seen as discriminatory
Termination Meeting
- What should you say and not say?
- Should you tell the employee the reasons for the termination? How much detail should you give?
- Documenting terminations properly
Post-Termination Issues
- Protecting other employees and your organization’s property
- Handling requests for references
Delivery Methods
The course can be delivered on-site at your location or using webinar technology your supervisors can attend at their desks at a time convenient for them.
Employment Law for Supervisors Series
This course is part of the “Employment Law for Supervisors” series.