Promote Self-discipline

Self-Discipline Minimizes the Need for Disciplinary Action

As much as supervisors dislike doing the traditional performance appraisal, disciplinary action is worse. It is uncomfortable and, at time, makes the supervisor feel like the bad guy or worse a babysitter. Certainly, Employees dislike disciplinary action even more than supervisors – no one likes to be told they’re goofing up. So, if everyone is so unhappy with it, why are disciplinary action procedures so universally a part of the working world?

Employee handbooks outline pages and pages of possible crimes and the resulting punishment the errant employee can expect. Employees are trained to understand what they can and cannot do. Some are masters of pushing the envelope just to the edge of reason. So much about most disciplinary policies is reminiscent of high school or even elementary school antics. It’s almost as if the enlightened understanding of positive reinforcement has not made it to the business scector.

Why is Disciplinary Action Framework Needed?

Litigation, fair treatment and employee development. These are all at the top of the list of reasons why a framework for Disciplinary Action has made it into the corporate culture. Of course, there also needs to be some way of dealing with our “gimme” society in which many people act as if life owes them a living for very little – if any – work.

Interestingly, a search of the internet for the words “self-discipline” will present volumes of information about raising children in ways that promote self-discipline. Additional articles about effectively administering progressive discipline processes will also dot the search here and there.

The Work Environment of Self-discipline

Nothing can be done about the past. Past environments in which the employees developed their skills, knowledge and work ethic are immutable. The way these things affect the current work environment and what they bring to the current organization is a matter of fact. There is just no controlling the past. So, move on.

What is within our control? We can create a work environment and supervisory interactions that encourage employees to develop and practice self-discipline. This will free managers up to do their jobs of planning, organizing, directing, and monitoring. This is far more important than redirecting, intervening, arbitrating, and babysitting. Additionally, supervisors are able to spend their time on the more important aspects of their jobs too – encouraging, developing and relationship-building.

Creating a Work Environment of Self-discpline

#1 Clear Expectations. Employees work more efficiently when they understand what is expected. If you want them to be involved in continuous improvement, show initiative and be problem solvers, tell them. Few people will step outside the comfort zone without a little encouragement. Fewer people will do more than they think you want them to do.

#2 Encourage initiative and self-discipline. Recognize the employee who shows initiative. Praise them. Offer support. Help the employee who exhibits self-discipline and initiative, making sure the idea or process is implemented. Let employees know their efforts are appreciated and encourage them to continue to contribute.

Rewards should be tailored to the individual. Consider options such as paid time off, time and attention from the supervisor, special assignments, leadership roles, or training and personal development opportunities.

#3 Your Employees are Adults, Treat Them As Such. How do adults want to be treated? More often they are comfortable in environments with minimal rules and guidelines that promote an ordered, fair, consistent work environment. They want to provide input about decisions that affect them or their work.

Respect is a hallmark. Adults are seeking more than just a paycheck. Many people find much of their social needs are being met in the workplace. They want to feel as if they are contributing to something bigger, more important than the individual.

#4 Training. Nothing is more discouraging than being thrown into a situation without knowing what to do. Good training for new employees or when implementing new processes helps employees feel appreciated. Give employees the tools they need and train them to use them properly. Help employees to contribute.

Provide employees with training in problem solving and in process improvement. Give them the opportunity and understanding they need to contribute to continuous improvement.

#5 Policies and Procedures. All policies and procedures should be available to all employees. Encourage employees to get involved in developing and implementing policies. Gauge employee reaction to new guidelines through focus groups. Discuss new policies in staff meetings. Once policies are understood and implemented, be consistent when enforcing them.

#6 Safe Zone for New Ideas. Make sure to promote an environment that is open to thoughtful, new ideas. Ensure people are not “punished” when well thought out ideas fail to work as intended.

#7 Get Away From Your Desk. Employees like to see you in their work environment. Walk through the work area regularly. Spend time discussing the projects and work flows. Make sure you make eye-contact and speak with each employee. This encourages a sense of importance among the employees.

#8 Know the Individual. No one likes to feel like they are just a number no matter what the situation. Your employees want to feel like they matter. Encourage the development of each person in your organization through coaching and encouraging them. When asked about what or how to do something, ask what he or she thinks is best.

#9 Open Communication. Effective communication is a two way street. Communicate all of the information that is available about your business, your customers, your profitability and your mission and vision. Share with the employees the organization’s overall goals. Employees will act and make the right decisions when they know enough to do so. Employees will also be more willing to share their feelings if they do not feel like they are being kept in the dark.

#10 Address it Immediately. Sometimes human beings do not practice self-discipline. When it happens, address unacceptable behavior immediately. Little can cause morale problems like letting inappropriate behavior go uncorrected.