1. Presenter: Andrew Sanderbeck
Progressive Discipline: What It Is, What It Isn’t and How to More Successfully Use It with Your Employees
Presenter: Andrew Sanderbeck

2. Foundation of Learning
Share your experiences. They provide valuable insight.
If you are doing something that gets the results you want, keep doing it.
Take the information you learn here and put it into your own style.

3. Goals and Objectives
The difference between Coaching and Progressive Discipline
Different Progressive Discipline Models and their pro’s and con’s
Tools you can use with your Progressive Discipline model to make it even more effective

4. Polling Question #1
We have a Progressive Discipline policy and procedures in our organization
Yes No

5. What Is a Progressive Discipline Policy
What Is a Progressive Discipline Policy?   A progressive discipline policy is one that has a clear progression of disciplinary actions that will be taken when an employee violates the work rules

7. Progressive Discipline Is Not Coaching
                                                                           
Progressive Discipline Is Not Coaching
                                                                                                          
   
                               
Friends of the Library $40 Benefit from an array of exclusive member-only perks and support one of New York's most magnificent treasures
                               
Conservators $1,500 Enjoy exclusive book previews, behind-the-scenes events, discussions, and forums led by the world's most prominent intellectuals
            
           
        
            
           
        

8. When Is Coaching Appropriate?
Coaching is for clarification and education. Employers often think they have explained everything, but the employee may not agree. Having a third party (a trainer or other team member) evaluate the situation is also a good idea.

9. When Is Coaching Appropriate?
Does the employee need specific information to complete tasks or contribute more fully? Does the employee need to expand a specific skill? Are performance expectations unclear or not defined? Is the usually dependable employee suddenly showing behavioral problems (coming in late or appearing stressed, overwhelmed or distracted)?

10. If coaching is the best decision, meet with anyone who has been involved with training the employee
What do I want this person to know or do as a result of our meeting and future training?
What is the best way to give the additional training or information?
Who is the best person to carry out this training?
How can I reinforce the training and what follow-up is needed?

11. Polling Question #2
What is the purpose of a Progressive Discipline Policy?
A. Legal Protection for Termination
B. Terminating Consistently
C. Giving the Employee a Process for Self-Correction
D. More Paperwork for Everyone

12. Different Progressive Discipline Models

14. Pros
It provides a clear explanation of the consequences of not following the employer’s rules or not meeting expectations.
It provides the opportunity for consistency and fairness in disciplinary procedures for different employees.

15. Pros
It gives the opportunity for an employee to change behaviors. This is especially true in cases where the employee may not have realized they were breaking the rules or causing a problem.
It gives the employer the chance to explain to the employee what actions can be taken to improve the situation; this is a chance for coaching and mentoring.

16. Pros
It provides the employer with alternatives to termination for minor infractions. This improves employee retention.
It also can enhance employee morale when the employees know the employer is not going to fire them for a minor issue. Morale can also be enhanced by the knowledge that poor behavior of others will be addressed.
It provides evidence that the employer gave the employee every opportunity to improve.

18. Cons
Such a policy can seem inflexible; HR and managers have to make judgment calls when to deviate from the progressive steps (as may be necessary when considering all circumstances).
If not followed consistently for all employees, this could appear to be discriminatory. (Note: This problem exists any time different disciplinary actions are taken for different employees who have committed the same violation; it is not unique to employers using progressive discipline.) The primary concern here is the potential for litigation if this occurs.

19. Cons
Some fear that such a policy implies that the steps must be followed before any termination, which could have the effect of an implied contract stating that an employee will never be terminated without these steps. The fear is that this might jeopardize the “at-will” status of the employment.
It can be time-consuming to use in practice, especially for organizations with limited resources. Not only does the process itself take time but it also requires training in advance, documentation during each incidence, and follow-up.

20. Cons
For some organizations, especially small organizations, it may not be practical to follow these steps as it may not be practical to keep an employee on staff who violates any rule.
Or, it may not be feasible to keep the organization running with a suspended employee. It just might not be practical to implement for every organization.

21. Tools You Can Use

22. Action Plan Form

23. What What Why Form

24. Polling Question #3
I learned at least one thing today that I can immediately apply!
Yes No

27. Thanks for Attending