Read the following guidelines on How to Conduct an Effective Disciplinary Interv

Question

Read the following guidelines on How to Conduct an Effective Disciplinary Interview    http://smallbusiness.chron.com/conduct-effective-disciplinary-interview-10327.html

You are the manager of a team of workers, and Drew is one of your employees. Before joining your department three months ago, Drew worked six months in another area. Since assigned to your unit, Drew has been repeatedly late for work or absent. Other employees are complaining they have to pull Drew’s weight. You've learned that Drew had a similar problem in the other department. Company policy states that if an employee is warned of such a problem and it continues, the individual can be given a three-day suspension without pay. One important item to consider: Drew, when he’s on the job, is a top performer and someone you definitely want to keep on the payroll. He can run circles around the other people. He just has problems getting it together. You plan to meet with Drew to address the matter to create a strategy for the best approach:

1.When do you feel is the best time of day and day of week to hold the meeting?

2.Where is the most appropriate location for the meeting? Drew’s work station? Your office? Other locations?

3.What do you believe is the best action to handle the problem? Counsel Drew and issue a verbal warning? Write a letter of reprimand? Suspend the employee for three days without pay? Other actions?

Be sure to put more than 3 sentenses per question.

Explanation / Answer

1. The best time of the day for review meeting is post lunch and the best day of the week is monday. The objective is to provide Drew ample time to prepare for the review and also to provide a comfortable setting, so that he can discuss the issue openly and share his problems, as well receive the feedback in a positive and constructive manner. Monday is the beginning of the week, and Drew would be more relaxed on a monday afternoon after the weekend break. He would be more open to talk about this issue and receive the feedback. So the outcome of the meeting is likely to be more successful.

2. The most appropriate location for the meeting is a meeting room. A meeting room is a neutral place, and it will ensure that interaction is more objective, focused and productive, without imposing undue authority or fear. The objective of the meeting is to make Drew aware of the seriousness of the issue and the need for him to make amends.

3. The best action to handle the problem is to counsel Drew and issue a verbal warning. Though he has been a habitual late comer and absentee in earlier department as well, but considering his performance on the job and personal effectiveness, he should be given a fair chance to improve upon this aspect of his behavior. Issuing a letter or suspension will create a formal record in his personal life, which is not the immediate objective. The initial approach would be to give him some time to realize that his behavior is unacceptable and may have serious consequences for him, if he does not change immediately. Drew being a top-performer is likely to heed and respond more positively to counseling and a verbal warning.

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