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Employee Discipline

Employee Discipline

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Employee Discipline

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  1. Employee Discipline Objectives At the completion of this module, participants will be able to: • Identify those behaviors which can result in disciplinary action. • Discuss the steps in applying positive discipline. • Apply the “hot stove” approach to disciplinary action. • Perform a successful disciplinary interview. Building Human Resource Management Skills National Food Service Management Institute 1

  2. Employee Discipline Definitions Progressive discipline- step-by-step program designed to correct performance problems, not merely compliance problems. “Hot Stove” discipline- an immediate, consistent, and impersonal response to a behavior with a warning. Building Human Resource Management Skills National Food Service Management Institute 2

  3. Employee Discipline Definitions Oral reprimands- verbal interaction between the employee and supervisor when they discuss the problem behaviors and the expectations to change the behaviors. Written reprimands- documentation between employee and supervisor if the behavior continues or if an employee commits a serious offense. Building Human Resource Management Skills National Food Service Management Institute 3

  4. Employee Discipline Personal Check-In: Attitudes Toward Discipline 1. When I am disciplined by an authority figure, I feel __________. (Examples: threatened, uncomfortable, relieved, etc.) 2. When I am disciplined by an authority figure, I immediately ____________. (Examples: listen, defend my position, refuse to accept responsibility, look for excuses, etc.) 3. Following the disciplinary process, I ___________________. (Examples: change behavior, make no changes, etc.) Building Human Resource Management Skills National Food Service Management Institute 4

  5. Employee Discipline Personal Check-In: Attitudes Toward Discipline 4. When I need to discipline an employee, I feel _______________. (Examples: prepared, uneasy, confident, threatened, etc.) 5. During the disciplinary process, I expect the employee to ____________. (Examples: listen, look at me, get angry, storm out of the room, etc.) 6. Following the disciplinary process, I expect an employee to ___________________. (Examples: change behavior, make no changes, etc.) Building Human Resource Management Skills National Food Service Management Institute 5

  6. Employee Discipline Icebreaker: Tools of Discipline 1. Discipline is a word that has both positive and negative meanings. When you have been disciplined by an authority figure, how did you handle it? Consider the following kitchen tools and choose the one that best represents how you received discipline. Sponge Ringing Timer Spatula Silent Timer Paddle Teapot Peeler Strainer Masher Kitchen Shears Sieve Building Human Resource Management Skills National Food Service Management Institute 6

  7. Employee Discipline Icebreaker: Tools of Discipline 2. Think about how you discipline employees. Consider the following kitchen tools and choose the one that best represents how you give discipline. Sponge Ringing Timer Spatula Silent Timer Paddle Teapot Peeler Strainer Masher Kitchen Shears Sieve Building Human Resource Management Skills National Food Service Management Institute 7

  8. Employee Discipline Icebreaker: Tools of Discipline 3. Select a partner who has chosen different pieces of equipment for the questions above. With your partner, explain your choices. What similarities and differences do you hear in how you respond to discipline? Building Human Resource Management Skills National Food Service Management Institute 8

  9. Employee Discipline An Ounce of Prevention • Good communication • Definite Line of Authority • Employee Training • Work Schedules • Good Working Conditions Building Human Resource Management Skills National Food Service Management Institute 9

  10. Employee Discipline Behavior Problems • Attendance • Conduct • Work Performance Building Human Resource Management Skills National Food Service Management Institute 10

  11. Employee Discipline One Step at a Time • Informal Talk • Oral Reprimand • Written Reprimand • Leave without Pay/Suspension • Termination Building Human Resource Management Skills National Food Service Management Institute 11

  12. Employee Discipline Disciplinary Action Plan in Your Organization Discuss the disciplinary action plan in effect for your organization. Building Human Resource Management Skills National Food Service Management Institute 12

  13. Employee Discipline Reality Practice: Case Study The Missing Nuggets You are the cafeteria manager. You noticed foil sticking out of Mary’s coat pocket last week as she was leaving work. Today, Mary doesn’t know you observed her putting a box of chicken nuggets in her car as she rolled the trash cans to the dumpster. When you count up and total inventory at the end of the day, you are short approximately one case of chicken nuggets. What do you do? What disciplinary action would your Child Nutrition Program take? Building Human Resource Management Skills National Food Service Management Institute 13

  14. Employee Discipline Let’s Talk About It • Be calm. • Be fair. • Be informed. • Be clear. • Be positive. Building Human Resource Management Skills National Food Service Management Institute 14

  15. Employee Discipline Reality Check: Role-Play Walena has been late at least three days per week since school started. Initially, she would come in, would be very apologetic, and report to her workstation. Now she just walks in and simply goes to work. School has been in session for two and a half months now, and her co-workers are not pleased. There is obvious tension when the other workers are around her due to her attitude and the increased workload on them. What should the manager do? Role-play either the manager or the employee. Building Human Resource Management Skills National Food Service Management Institute 15

  16. Employee Discipline Reversal of Disciplinary Action • Disciplinary action is not necessarily a permanent action. • The successful disciplinary action will result in behavior change, not termination. • Positive outcome should be encouraged and recognized. Building Human Resource Management Skills National Food Service Management Institute 16

  17. Employee Discipline Checking Out: Action Plan Reflect on your attitudes toward discipline. What do you want to change about how to accept or give discipline? Develop an action plan to help you achieve your goals. Goals 1. When I am disciplined by an authority figure, I want to _________. 2. Following the disciplinary process, I want to _________________. 3. When I need to discipline an employee, I will ________________. 4. Following the disciplinary process of an employee, I will _______. Building Human Resource Management Skills National Food Service Management Institute 17

  18. Employee Discipline Checking Out: Action Plan Plan 1. List steps I must take to achieve each goal. 2. List resources or outside help I will need to achieve my goals. Evaluation 1. I will determine success in meeting my goals by _____________. Building Human Resource Management Skills National Food Service Management Institute 18