PCCYFS 2012 Annual Spring Conference Discipline without Punishment: A Strength-based Approach to Holding Employees Accountable Presented By: John Amato

PCCYFS 2012 Annual Spring Conference 2 Objectives: Develop skills in identifying performance problems. Understand the value of a ‘counseling’ approach. Learn how to be an effective ‘Performance Coach.’

PCCYFS 2012 Annual Spring Conference 3 Performance Problem? Performance problems occur when someone who has the to do the job, loses their to do the job. skill will

PCCYFS 2012 Annual Spring Conference 4 Wanted: Performance Problems Activity

PCCYFS 2012 Annual Spring Conference 5 Progressive Discipline Works from the premise That the worse you treat Someone, the better they’ll Perform. Primary goal is to build a “case.”

PCCYFS 2012 Annual Spring Conference 6 Think of a time you were Punished… What did you feel? What did you do?

PCCYFS 2012 Annual Spring Conference 7 Traditional Discipline ObjectiveCompliance FocusOn Employee ResponsibilitySupervisor’s Time FramePast CommunicationAt Employee ModeParent to Child ProcessPunishment ClimateAuthoritarian Punishment

PCCYFS 2012 Annual Spring Conference 8 Action Response Short-Term Outcome Long-Term Outcome Undesired Employee Behavior Punishment Decrease in Undesirable BehaviorAnger They Get Even Apathy They Get By Absent They Get Out Consequences of Punishment

PCCYFS 2012 Annual Spring Conference 9 Bottom Line Punishing a problem employee leaves you with.. a punished problem employee!

PCCYFS 2012 Annual Spring Conference 10 Positive Discipline Works from the premise that employees are adults who will assume responsibility for their own behavior. They have the capacity to make choices and resolve problems.

PCCYFS 2012 Annual Spring Conference 11 Positive Discipline Training that develops self- control, character, or orderliness and efficiency. Remember: –You are not a watchdog but a coach.

PCCYFS 2012 Annual Spring Conference 12 Core concepts of Positive Discipline While discipline must be maintained in an organization, the use of punishment tends to be counterproductive and frequently creates more problems than it solves.

PCCYFS 2012 Annual Spring Conference 13 Core concepts of Positive Discipline Handling disciplinary problems is one of the most difficult parts of a leader’s job, and it is an area where the organization faces the greatest risks and liabilities if not handled properly.

PCCYFS 2012 Annual Spring Conference 14 Core concepts of Positive Discipline The responsibility for solving the performance problem and maintaining appropriate behavior is the employee’s rather than the supervisor.

PCCYFS 2012 Annual Spring Conference 15 Core concepts of Positive Discipline By treating employees as adults who have problems to solve instead of children who must be punished for misbehavior, the supervisor is more likely to encourage adult responses and true solutions to problems.

PCCYFS 2012 Annual Spring Conference 16 PunishmentDiscipline ObjectiveComplianceCommitment FocusOn EmployeeOn Performance ResponsibilitySupervisor’sEmployee’s Time FramePastFuture CommunicationAt EmployeeWith Employee ModeParent to ChildAdult to Adult ProcessPunishmentProblem Solving ClimateAuthoritarianCollaborative Discipline vs. Punishment

PCCYFS 2012 Annual Spring Conference 17 When Does Discipline Begin? At Hiring! –Explain the purpose of the program? –How it fits in to the Mission, Values of the Organization? –Comprehensively Review Job Description? –Thoroughly explain relevant policies & procedures? –Explain the Performance Evaluation process? –Set up SMART goals for my first 90 days?

PCCYFS 2012 Annual Spring Conference 18 SMART Goals S pecific M easurable / Motivating A ttainable R elevant T imebound & Trackable

PCCYFS 2012 Annual Spring Conference 19 ‘Smart’ Supervision Supervisions should be documented and signed by manager and employee. Copy given to employee. Why?? –Clarifies: what was discussed Assignments / Tasks Who is responsible for what

PCCYFS 2012 Annual Spring Conference 20 Remember: You are focusing on the Behavior… not the Person.

PCCYFS 2012 Annual Spring Conference 21 Catch It Early! Pull employee aside. Provide explanation of Behavior. Explain impact it has on program. Wait… Provide Encouragement.

PCCYFS 2012 Annual Spring Conference 22 Skill or Will? Competence is a measure of task relevant knowledge and skills gained through education, on the job training and experience. (Skill) Commitment is a measure of motivation and confidence. (Will) –Motivation is the interest an employee has to the task. It is their enthusiasm and desire to succeed. –Confidence is the extent to which the employee trusts in their ability to get the task done independently and well.

PCCYFS 2012 Annual Spring Conference 23 Can they do the Job if their life depended on it? If “NO” Skill issue. Train them, Show them. If “YES” Will issue. Coach them, Positive Discipline Skill or Will?

PCCYFS 2012 Annual Spring Conference 24 Great Job! Praisings Describe the specific behavior. Explain why the behavior is important Express appreciation, Get the person to recognize their own performance. Express confidence.

PCCYFS 2012 Annual Spring Conference 25 One Minute Reprimand Give Immediately. Be Specific. Describe Impact. Express Feelings. Wait.. Affirm.

PCCYFS 2012 Annual Spring Conference 26 5 Steps of Positive Discipline Focus on specific problem, not some obscure personality trait.

PCCYFS 2012 Annual Spring Conference 27 Vague/Judgmental Vs. Specific/Factual Your attendance has been totally unacceptable. Desired: –You are expected to report to work, each day as scheduled. However... Actual: –You had 2 unexcused absences last week, and yesterday you were 45 minutes late.

PCCYFS 2012 Annual Spring Conference 28 5 Steps Of Positive Discipline Focus on specific problem, not obscure personality trait. Gain agreement that the behavior is a problem and that it is the employees responsibility to change.

PCCYFS 2012 Annual Spring Conference 29 Impact And Consequences IMPACT is the various ways the performance problem negatively affects your operation, your customers, other members of your team... and YOU. – gives you a better understanding of the problem. – provides good business reasons why the problem must be solved.

PCCYFS 2012 Annual Spring Conference 30 Impact: Failing To Turn In Daily Reports Overall department reports will be incomplete and inaccurate. Management may make bad decisions based on incomplete data. It causes scheduling problems and creates more work for others. Customer orders or services may be delayed. Additional management time and paperwork is required to correct resulting problems.

PCCYFS 2012 Annual Spring Conference 31 Impact And Consequences CONSEQUENCES are the negative outcomes the employee may experience if the problem isn’t satisfactorily resolved. –Don’t mistake these as threats. –Consequences are logical, predictable outcomes resulting from an employee’s failure to live up to his or her responsibilities.

PCCYFS 2012 Annual Spring Conference 32 Impact And Consequences For consequences to be valid and effective, they must be: –Outcomes that the employee will likely perceive as being undesirable, and –Actions that you really will take (or recommend) if the problem isn’t fixed.

PCCYFS 2012 Annual Spring Conference 33 Consequences: Failing To Turn In Daily Reports Damage to your [employee’s] professional reputation. Damage to your relationships with fellow team members, Limited or no merit increases. Reduced opportunities, reassignment, demotion Closer supervision, More serious formal disciplinary action up to and including termination of employment.

PCCYFS 2012 Annual Spring Conference 34 5 Steps of Positive Discipline Focus on specific problem, not obscure personality trait. Gain agreement that the behavior is a problem and that it is the employees responsibility to change. Identify, with the employee, specific strategies that will lead to concrete change in behavior.

PCCYFS 2012 Annual Spring Conference 35 3 Key Questions What specifically can you do? Will you do that? Any Obstacles?

PCCYFS 2012 Annual Spring Conference 36 5 Steps of Positive Discipline Focus on specific problem, not obscure personality trait. Gain agreement that the behavior is a problem and that it is the employees responsibility to change. Identify, with the employee, specific strategies that will lead to concrete change in behavior. Catch them doing it right! Follow up to insure the new behavior is honored and effective discipline is maintained

PCCYFS 2012 Annual Spring Conference 37 Final Points Disciplinary documentation occurs in ‘real time.’ Regular supervision a key to minimizing ongoing performance issues. When unsure ask, don’t assume. Remember to be Specific & Concrete, not Vague & Judgmental. Avoid blamestorming; –self-examination – “Have I contributed to this performance issue due to my own behavior?”

PCCYFS 2012 Annual Spring Conference 38 Activity Getting the Employee to agree that there is a problem.

PCCYFS 2012 Annual Spring Conference 39 Thank You for Your Attention & Participation! (412) John Familylinks Training Institute Follow us on Twitter FLTrainingPGH John Amato