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Performance Management and Discipline
Having a responsibility for people extends to managing their all-round performance and standards of time-keeping, quality, quantity and behaviour.
Most organisations have a set of rules or a code of practice outlining the standards and behaviour expected of employees. It is important that both employees and employers understand the framework within which they are expected to work. The Advisory, Conciliation and Arbitration Service (ACAS - www.acas.org.uk) is a good source of relevant information and guidelines.
In addition to laying out a framework of acceptable behaviour, it is important to have procedures in place to deal with unacceptable behaviour. If managers do nothing about poor performance they are condoning something which is below standard. That in turn sends out the message to all employees that it is OK to under-perform. Tackling under-performance early increases the chance of altering an individual's behaviour, and equally importantly, sends out a positive signal to all employees that poor behaviour or performance is not acceptable and will not be tolerated.
In a minority of workplaces, for example the Armed Forces and the Police, discipline is rightly seen as a positive. However, when the word "discipline" is mentioned in most workplaces it has negative connotations. Could this be because of a lack of understanding of both what discipline is and how it should be used? The dictionary definition is "mental, moral or physical training". Discipline is a positive tool to help improve a poor performance, not a blunt instrument to hit people over the head with.
T.I.P. (To Improve Performance)
- Make sure that everyone knows the rules and the standards of behaviour and performance expected of them
- Act sooner rather than later
- The 3 F's of Performance Management - Firm, Fair and Friendly
Remember: There is a direct connection between motivation and discipline. If employees are allowed to perform poorly this discourages others from out-performing because their incentive is diminished.
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