Workplace Discipline: The Most Effective Steps

Workplace Discipline has so many aspects associated with it and many companies are realizing the effects of this factor on the employee performance as well as retention. It is something that’s often taken for granted by employees and needs to be handled with utmost caution at every level. While maintaining the perfect balance by being a strict manager while allowing some leniency sounds difficult, it is very important nevertheless. But then management is all about organizing the right way, isn’t it? With this write-up you will come to know how to tread the thin line between maintaining discipline and keeping employees happy.

Be Strict But Not Hostile

While stating your displeasure for certain unwanted activities and laying out rules, you have to maintain the right balance and not come off as someone who wants to curb the freedom of employees. That way they tend to look for other opportunities even if they are placed at a good position.

Frame Guidelines Based On Facts

While creating disciplinary policies, research well on acceptable behavior along with considering the factors like-

  • Average age group at the office
  • The workplace environment
  • The scenario at firms that are known for higher retention rates

Set An Example

Just like parents have to act the way they want their children to behave, you have to do the same for your subordinates. For e.g. if you want them to avoid making long personal calls, shouting at others or arriving late at work-you need to be a role model and reflect positive actions. While punishment for wrong behavior may a bit harsh at times, you can start by rewarding good behavior.

Handle Issues Professionally

Back your warnings or disciplinary statements with written proof. That way you can never be accused of saying something unjust and can avoid hearing that the employee was not aware of a certain detail. You can issue letter of warning and suspension and even termination but in no way can you deny them their basic rights as a punishment.

Keep the channels of communication open to avoid frustration from creeping in the office environment. Remember, what may seem like an innocuous act today may be copied by others tomorrow, so don’t leave any loophole in your policies. Do not enforce any unjust rule on employees; you need to earn their appreciation as a good leader who wants to protect the organizational environment. This way you can even avoid any kind of untoward legal hassles as well.

Applaud the Strengths and Rectify The Weaknesses

Becoming a leader is no cat-mouse game. A lot of hard work and positivism is required to reach and justify a position of a leader. After reaching that height what most professionals do is simply pin-point the shortcomings in their system and the weaknesses of their employees. Do you think that it is a right approach? Probably ‘No’.

This isn’t a way to deal with the failures existing in the system. An extra effort is needed on your part to help the employees emerge victorious in their tasks. If you are a leader, be in true sense a leader. Find ways to pump up the moral of the employees rather discouraging them. Here, in this write up we will offer you some highly useful tips in which you can weigh the strengths of the team members and at the same time spot and work on their weaknesses.

Be A Silent Observer: It is to best to observe the working of your team from a distance. Make a note of:

  • Their way of working
  • Performance chart
  • Their reactions to different situations
  • Leadership skills
  • Are they following work ethics
  • Individual’s persona

Making a constant watch and maintaining a record of all the above can help you prepare a chart of the strengths and weaknesses of your team players.

Sit And Discuss
The next move of an efficient team lead will be to make the team members aware of your observations. Their weakness should be pointed in a straight-forward manner and not in a twisted form. Your point should be conveyed in a right manner not affecting anyone’s ego. Telling them before hand about their negative points can help them rectify the mistakes easily and within time. The only thing to remember is pose that member as a valuable asset for the organization so that he understands his shortcomings in a better way.

Pair-up:
By pairing two people having different skills or one of them excelling in that skill enables both to learn from each other and grow considerably. Say for example if one lacks in persuading qualities and the other excels in it, then the weaker one can gain extensively.

Provide Growth Opportunities:
Arrange for seminars, training sessions either by company experts or by third parties. Allowing the team members to participate in such workshops can help them sharpen their skills. Focus on individual’s weakness and then involve him in an activity. This is a sure-shot way to improve the employees’ lacking area and emerge him out as a winner.

Failure Is Not End Of The Road:
If any of the team member meets failure, don’t abandon him rather help him to realize his mistake. “Failure is the hallmark of success” and after failure, success is sure to be achieved.

Following these few ways can assist any team leader in making his team outshine in a project. So, follow them carefully and strengthen your team and become a true team leader.

Worst Mistakes In Employee Management

Effective employee management has changed from the times when management was centralized and managers were used to ‘bossing around’ with others. In today’s highly competitive scenario and increasing work pressure, even the most peaceful work environment can leave the employees dissatisfied if the managers are not proactive towards handling every situation. This article discusses the worst mistakes that managers can make while dealing with the employees.

  • Not clarifying the goals and what exactly the organization demands from the employees. When you clearly lay out the goals and how their endeavors are fitting into the big picture, then you are opening up the window of encouragement while establishing their worth.
  • Humiliating Employees in front of others or talking negatively about other team members behind their back.
  • Thinking that people are aware of the reasons behind your decisions.
  • Discuss problems and solutions and not implement them. This leaves the employees more dissatisfied than ever.
  • Practicing the Halo Effect or in other terms, praising someone excessively just because of the one good quality that they have. This negates the opportunities where such employees can improve themselves.
  • Giving mixed signals and sandwich feedback. This is an unproductive way that further confuses the employee regarding his/her performance. You never know how one might take it-either blowing out the good or the bad points out of proportion as per their perspective.
  • Negligence in giving feedback is another mistake that gives rise to many sore issues about which the employees are often clueless.
  • Not addressing through constant one-on-one conversations.
  • Rewarding on a collective basis. While it’s true that collaborative efforts are the reason behind every project, yet you should consider the individual preferences of the employees while deciding how to give back for their special efforts.

The most common mistake is to take everything for granted because while working with so many different individuals at one place you cannot afford to underestimate anyone person’s reaction. If these mistakes are avoided, then not only does the workers’ productivity improve but it also lets the managers have less stress on their hands as compared to those who are not able to identify and rectify the problem areas.

Recruitment Agency in Hyderabad

Recognizing The Intuitive Leaders: Top Three Signs

When it comes to counting upon one person in your organization for successful decision making, look for a leader who exhibits qualities such as wisdom, personnel insight, pattern recognition, trend anticipation and confidence. Such a leader is an intuitive leader. Intuition is something related to gut-feeling or sixth sense i.e. the instinct in a person that allows him to make choices, whether right or wrong. Many people associate intuition with pseudo-science i.e. the mystic qualities that are god gifted to a person or are naturally developed over a period of time. Also, when it comes to successful leadership, often you have to rely on your intuition. Albert Einstein, the Nobel Prize winner, once famously said, “The only real valuable thing is intuition.”

An organization can only be successful when not only you as the head but all the people surrounding you have a sense of intuition. A leader’s intuition majorly comes to functioning when there is some conflicting information, lack of data & time or plethora of feasible options concerning a big decision. You necessarily don’t need to have a crystal ball to recognize who the intuitive leader is among the team members. By just conducting a survey, you can get to know about the one.

Top Signs

  • Experience vs. Luck
    Experience is the key to being an intuitive leader. Author Douglas Adams said, “human beings who are almost unique in having the ability to learn from the experience of others, are also remarkable for their apparent disinclination to do so.” Many employees make good decisions every now and then, but employees who have experiences of both successes as well failures prove an asset for the organization.
  • Wisdom versus Smartness
    Find out all the relevant information and then go with your gut-feel. As we grow older, we start believing in our instinct more and more. People use their intellect to form an instinct. Intuition should necessarily not be associated with smartness; instead it rests upon wisdom that helps in decision making. Intelligence by all means guides intuition.
  • Second Gear versus Second-Guessing
    People who effectively exhibit guess making power correctly reach out to solutions quite convincingly. When their instinct directs them or gives them a sign, they confidently shift in a particular direction or second gear. Individuals who don’t trust their gut feeling have a habit of over-analyzing data and therefore, they exhibit slow progress in their life.

So, intuitive leader scales success quite easily and immediately in his life. Besides, such leader has an ability to make the right choices in his future.

Education Consultancy in India

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