Disciplining Employees Team 15: Jimee Truong, Ric Ross, Nick Garcia, Raisah Salhab, Megan Stanley

Objectives: Define “discipline” Discuss the importance of disciplining employees Discuss important factors in disciplining employees Mistakes to avoid when disciplining employees Provide steps for disciplinary actions

Discipline Definition: The practice of training people to obey rules or a code of behavior Not the same as punishment Derived from the word disciple, which refers to a follower of a teacher. Goals of discipline: teach and correct Reasons: Insubordination, failure to meet responsibilities, failure to comply with procedures The definition of discipline is ----, which for our purposes is intended to keep the pharmacy running in an effective manner. There’s an important distinction betwen discipline and punishment, as discipline should not be a negative experience, but instead a learning experience. Punishment shouldn’t come until later in most cases. The word is derived from the word discipline, which refers to a follower of a teacher, and that’s what we are supposed to do. We are supposed to teach the person being disciplined and correct their behavior to avoid future occurrences. Common reasons for needing discipline include...

Why is it important to discipline your employees? Correct for the future Teaching experience Improves performance Helps with unhelpful behavior Helps ensure positive working relations Better, stronger business

Six Key Factors in Discipline Getting your facts straight Acting in a timely fashion Counseling in privacy Developing an appropriate action plan to correct the deficiency Discussing the consequences of continued infractions Documenting the entire transaction Book

Mistakes to Avoid Ignoring the behavior Hoping that it will correct itself without intervention or that no one will notice Keeping a list of unacceptable behavior and waiting as they add up in order to deliver a larger penalty Behavior is not being addressed as they occur Inconsistent application of rules Inconsistent application of penalties

Steps of disciplinary actions Give a verbal warning Compose a written warning Suspension Termination of employment

Verbal warning Investigate situation Speak in private Address the issue Don’t beat around the bush Let the employee talk Listen Talk about the policies Offer recommendations investigate: review the situation and see who’s at fault, consider whether the employee had full control over their behavior, in addition to understanding the role and responsibility of their position. If yes, ask to speak in private. That way you can keep disciplinary discussions private from the rest of the employees, to protect privacy and reputation within the workplace. Adress the issue: Hey, I’ve noticed you’ve been coming into work late for the past week. What’s the issue? Let the employee talk and politely ask for feedback on the issue at hand. Listen, and If its affecting the work environment, then remind the employee about problem and talk about the policies of the company and what future consequences there are related to the problem. Offer recommendations and guidance for the employee. That way they can set a goal to reach it so that the problem doesn’t occur again.

Written Warning Failure to meet the expectations Conduct in private Document the corrective action plan Reinforce the improvement expectations Set a time frame Obtain employee consent agreeing to the expectations Similar to a verbal warning, but since employee’s performance or behavior becomes problematic, a written warning must be composed, calmly and without anger/resentment. In the end, make sure the employee knows what is expected of them.

Subsequent Action Failure to comply to the corrective action plan Results in: Suspension Employee termination Ultimately it is the employee's responsibility to improve their performance

Questions? Thank you

References Kelly WN, Peterson AM, eds. Leadership and Management in Pharmacy Practice. 2nd ed. Boca Raton, FL: CRC Press; 2014.