Employee Discipline Systems - HOTSTOVE

1. Employee Discipline Systems - HOTSTOVE Learning goal 16

2. Learning Goals (Last One, Finally!) 16. I will be able to explain a progressive employee discipline system (HOTSTOVE) https://www.youtube.com/watch?v=_uHMtsuVnYY

3. Progressive Discipline Unacceptable work (e.g., absenteeism, lateness, lying, or sexual harassment) Some types of misbehaviour are more severe than others. The disciplinary action administered to an employee should vary according to: how significant how often the behaviour occurs. The “ultimate” penalty of being fired, should only be used in the case of the most severe infractions or for repeated occurrences of minor infractions. Lumberjack versus Gardener video. Employee Discipline Systems

4. The Hotstove Rules • Immediacy • Forewarning • Consistency • Impartiality

5. ImmediacyCharacteristic: If you touch a hot stove, it burns you immediately, not some time later. • Implication for leadership practice: Conversations about performance should take place immediately after the event that triggers them, not be left until later. Forewarning • Characteristic: As your hand approaches a hot stove, you can feel the heat; so you are forewarned that if you touch it you will get burnt. • Implication for leadership practice: People must know in advance what performance and behavioural standards are required of them.

6. Consistency • Characteristic: Whenever you touch a hot stove, it always burns you; it doesn’t burn you at some times and not others. • Implication for leadership practice: For performance conversations and any resulting actions to be effective, these must take place in a consistent fashion, not in an ad hoc way. Impartiality • Characteristic: Whoever touches the stove will be burnt. It is the act of touching the stove that leads to the painful effect, not some characteristic of the person; and it doesn’t burn some people and not others. • Implication for leadership practice: Effective and felt-fair performance conversations focus on the act, not the individual. These are also carried out in an impartial way, not based upon personality or position.

7. Watch the video and answer the questions • https://www.youtube.com/watch?v=moH1Dctkozw • Was Peter disciplined using the HOTSTOVE method? • What steps did they skip? • How would you have handled the situation using HOTSTOVE?

8. Role Play, In Partners! So Exciting! • One person in the employee and one person is the employer. • You’re on the Hot Stove. One person in your partnership did something wrong at work and needs to be disciplined. • You need to discipline your employee using the rules of the Hot Stove. • Your Role play must show • The employee making the mistake • The employer disciplining the employee.

9. Possible problems with “hot stove” rules and Progressive Discipline • The focus is on past behaviour. • There is a risk that employees are disciplined in a punitive way. • They do not build commitment into their jobs. • Employees are not likely to feel better about the job or the company.

10. Your TurnHow Do You Think Controlling Fits Into? • Leading • Planning • Organizing