Free Essay

Discipline

In: Business and Management

Submitted By cyfer96
Words 476
Pages 2
How to Recognize and Address Problems

One of the most difficult aspect of your job is confronting unacceptable behaviors. It is very difficult to address concerns to your peers because you work with them everyday and you feel like they are your friend. Look at it like this, if they were truly your friend, they wouldn’t be doing it in the first place and they surely wouldn’t give you any grief when you confront them about it. At the end of the day we are responsible for how our teammates walk out of here so you must act on safety issues as soon as you see them, if someone brings a safety concern to your attention, investigate it or get your supervisor involved. Don’t just allow the situation to fester or continue to the point to where someone is hurt or even worse-killed. Does everyone still have their cards that the manager passed out in the coordinator meeting. I think this is a good approach at confronting someone. It tells the person how you feel and it kinda puts them in a corner with feeling bad about the whole situation. Do we need to practice again what we went over with the manager? ?

Always remember to document any situation that you come across, I believe in documenting everything. In the end, if something has to go to court, the documentation goes a long way. It is very critical to document, and when you are documenting- put a time and date on it, so you will be able to not only refer to the day the incident happened, but you will also be able to pin a time to it. Once you document something, put it in a file on the computer or give it to your supervisor to file away. I cannot express how important documentation is, you will be HR’s best friend when it comes to having everything properly documented.

There are several different styles/ways of confronting people, just find what works for you and use it. Just make sure that you are getting the point across to where the teammate understands that it is unacceptable behavior that they have done and things will be escalated if they choose to do it again.

* Create a sincere, open atmosphere * Review purpose of meeting and share concerns in specific, behavioral terminology * Keep focus on job performance; Note job requirements and specific improvements needed * Present facts using the documentation you have compiled * Encourage employees to discuss/respond to concerns; Full discussion is critical * Listen! * Agree upon action plan with time frames * Discuss consequences of failure to improve

When addressing an employee who is exhibiting performance problems, it is very important to have documentation of the specific performance issues, as well as the steps you, as supervisor, have taken to address these issues with the employee.

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