Disciplinary action has a high purpose of converting substandard conduct, attendance, and performance problems into acceptable behavior. Reflecting the distaste that many managers have for the task, the Guardian confirms it. Unpleasant as it may be, disciplinary action against unacceptable worker performance requires it. ACAS provides eight templates for letters that explain each step of the procedure to ensure accurate communication with employees who are under review.
While they may seem redundant in some cases, the letters establish a written record that prevents misunderstandings. Employees have no recourse against a manager or a company when the ACAS templates fully inform them. The sample letters provide notification of these actions:
. a disciplinary meeting
. any decision that occurs as a result of the meeting
. acknowledgment of appeal by an employee
. any decision that responds to an employee’s appeal
. consideration of disciplinary action
. any decision regarding disciplinary action
. the result of an appeal to disciplinary action
Managers have many reasons to fire an employee, but none of them make the task any easier. Acceptable rules of conduct in a business environment require employees to show up for work regularly and on time, demonstrate respect for discipline, do not steal, and avoid drug or alcohol use. While the need to reduce a workforce for financial or technological reasons often occurs, it does not involve disciplinary action.
However, an employee’s failure to fully perform a job requires managers to use guidance and recommendations that ACAS provides. An employee whose technological skills are not up-to-date is unlikely to be able to contribute to the goals of a group. Inability to work cooperatively with others deserves a manager’s attention, counseling and consideration for disciplinary action.
At the same time that supervisors need to correct the unacceptable performance of employees, it may present a good opportunity to look at managerial activities that can have a negative influence on them. The Huffington Post suggests that a good manager makes sure that an employee who did not meet expectations knows the reason. Poor employee performance can be a response to the actions of bad managers.
A lack of managerial organization can cause frustration among employees who do not get the feedback that could make them look efficient and on top of their game. It can reflect a manager’s poor understanding of deadlines and the priority of assignments. When managers place blame on subordinates when it is unfair to do so, it creates an unsustainable employee-manager relationship.
Managers who remove administrative obstacles can help employees accomplish assignments and demonstrate efficiency. The practice of hovering over employees and micromanaging every move contributes to frustration and slows progress. An office runs most smoothly when managers adopt a regular pace without creating unnecessary emergencies. Almost everyone has a need to improve professional and personal skills, and managers who are willing to look inward at personal strengths and weaknesses deserves admiration. When managers make every effort to give employees a fair chance and an equally fair evaluation before taking disciplinary action, it may result in significant cost savings. The ACAS templates provide a safe way to pursue the action when it becomes necessary. Contact ACAS today.