The Basics of Progressive Discipline

Name: The Basics of Progressive Discipline
Author: Annette Hooker

Protect your company with the basics of progressive discipline

Preview the first lesson free — get full access to all 4 lessons.

Course: On-Demand

It's important to find the root cause of the issue before beginning the progressive discipline process. There are many reasons why employees might perform poorly. Some may be work related. Common reasons for poor performance tend to fall into one of three categories knowledge, skills and abilities, or KSAs, lack of resources, and workplace challenges. Take a look at the role's KSAs to see if the employee fits the position. You could collect the job description and the employee's resume or internal work history. If you find that the employee doesn't meet one or more of the KSAs, they might not be suited for the role. It may help to meet with the employee's manager to determine how to support their success in a position they'd be more compatible with. If the employee's KSAs match the role, the next step is to understand whether they have the resources they need to be successful. This might include an appropriate working area, access to Internet or WiFi, access to a shared drive, an updated computer, detailed instructions, and a mentor or coworker who can answer questions. When assessing their access to resources, it's important to understand any challenges they face in performing their daily duties. Some of the most common workplace challenges are poor work life balance or inflexible schedule unclear instructions, interpersonal conflicts like bullying, and lagging technology. Evaluating work related issues will help you determine if it's appropriate to start progressive discipline. But sometimes poor performance is from personal or complex issues like an undisclosed learning disability, family problems, or substance abuse disorders. To figure out whether an employee is experiencing issues outside of work, ask them. This would be a private conversation between the employee and a manager or HR professional. Once the issue is identified, you can provide appropriate resources. For example, some situations may require an application for family medical leave or short term disability. It's a best practice to have information ready, like for an employee assistance program or a substance abuse program. When an employee is experiencing workrelated issues due to outside situations, it's important to provide a reasonable time period for the employee to resolve their personal issues. Afterwards, if concerns remain unresolved, you can consider initiating or escalating progressive discipline.

Essential Provider : Annette Hooker 4 Lessons · 11m in Arabic, German, English, Spanish, French, Portuguese, Chinese

Course Description

There are many reasons why employees might perform poorly, and some may be work-related. It’s important to find the root cause of the issue before beginning the progressive discipline process. As you retain employees by improving their performance with early intervention, you’ll also ensure your company applies fair and consistent practices, which can help if there’s litigation after a termination. We discuss some of these causes, so you’ll know whether the cause is a mis-hire, poor instruction, tools, or other factors that could be out of the employee's control.

In this course, we’ll explain the importance of documentation when practicing progressive discipline and the best practices involved with documentation. We also explain how you can implement and support progressive discipline within the workplace. You’ll learn how to catch unacceptable behavior and unsatisfactory performance before it becomes a major issue. You’ll have a reliable progressive discipline policy in place in case you need it, and you’ll be able to lead a safe and productive workforce.

What You'll Learn

Notice poor performance and catch unacceptable behavior or unsatisfactory performance before it becomes a major issue
Identify the root cause of poor performance, such as a mis-hire, poor instruction, tools, or other factors outside the employee's control
Recognize the importance of documentation and apply best practices when practicing progressive discipline
Implement and support a progressive discipline policy within the workplace
Apply fair and consistent practices that can help in the event of litigation after a termination

Key Takeaways

Finding the root cause of poor performance before beginning the progressive discipline process is important, as some causes may be work-related and outside the employee's control.
Early intervention can help retain employees by improving their performance.
Applying fair and consistent practices can help a company if there is litigation following a termination.
Documentation is a key part of practicing progressive discipline, and following documentation best practices supports the process.
Having a reliable progressive discipline policy in place helps lead a safe and productive workforce.

Frequently Asked Questions

What will I learn in this course?

You'll learn to notice poor performance, understand the importance of documentation, and implement and support a progressive discipline policy. The course also explains how to identify root causes of poor performance, such as a mis-hire, poor instruction, or tools.

Why is documentation important in progressive discipline?

The course explains the importance of documentation when practicing progressive discipline and the best practices involved. Applying fair and consistent practices, supported by documentation, can help a company if there's litigation after a termination.

How is this course structured?

The course covers four lessons: Noticing Poor Performance; The Importance of Documentation; Implementing and Supporting a Progressive Discipline Policy; and a Test Your Knowledge assessment.

Who is this course for?

It's for those responsible for managing employee performance who want to catch unacceptable behavior and unsatisfactory performance early, apply fair and consistent practices, and lead a safe and productive workforce.