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Dealing with Discipline

Dealing with Discipline . You’ve Messed up… now what?. Fess up! Better that the boss hears it from you Apologize Identify that your behavior was inappropriate Explain Allow boss to understand your mindset Repair Fix the issue, or face consequences Keep your grace about you.

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Dealing with Discipline

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Presentation Transcript

  1. Dealing with Discipline

  2. You’ve Messed up… now what? • Fess up! • Better that the boss hears it from you • Apologize • Identify that your behavior was inappropriate • Explain • Allow boss to understand your mindset • Repair • Fix the issue, or face consequences • Keep your grace about you. • Pray? Hope your relationship is good with your boss/company and you are forgiven.

  3. You’ve Been Wrongfully Accused • Written up unfairly? Fight back~ • Write a rebuttal

  4. Your job review didn’t go well • They say you do a bad job • You think differently • Share your thoughts in a rebuttal!

  5. After a Bad Review • Assess your report in light of company’s culture • Tough reviews might be normal • Most reviews need at least one point of constructive criticism. • Calculate boss’ strategy • Might be forced to ‘grade on a curve’ • Wants to get your attention • Might be another agenda (get you to quit)

  6. After a Bad Review • Get the facts • If boss says your project was finished late, ask for dates and times. • If you’re criticized for interpersonal relationships, ask for specific instances • Delay your response • Ask for a second meeting • Allows you to collect your thoughts • Consult human resources or an attorney, if needed • NEVER discuss your review with your co-workers.

  7. After a Bad Review • Back up a rebuttal with facts, not emotion • Collect letters of appreciation • Dates/times of project completions • Statistics on how you helped the company • Avoid jumping to conclusions or a new job

  8. Rebuttal- Purpose • Get your side of the story heard • May change immediate consequence • Written record of discipline will be taken into account later in your employment • Annual job review • Raises are determined • Lay-offs • Companies let go least effective employee • Your rebuttal can offset later action

  9. Tips • Do not exceed one page in length. • A clear, concise rebuttal will be more effective in helping the reader understand your point of view • Avoid the urge to convey too much information about the adverse incident or evaluation. • Too much information will likely confuse the reader and negate the persuasive impact of your rebuttal.

  10. Tips Con’t • Avoid negative, defensive statements. • For example, resist the urge to be defensive and state: “Co-worker Smith deserved my sharp comments.” • A more positive and effective approach would be to say: “My interactions with co-workers are always professional and appropriate.”

  11. Tips Con’t • Take responsibility where you need to • Honesty makes your rebuttal more credible.

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