Is there really such a thing as a “turnaround?”
Hopefully none of us have had to experience disciplinary actions in the workplace. However, we’ve all heard about it if we haven’t personally witnessed it. There are a lot of theories about how to handle discipline well, but in reality, it seldom seems to do go very smoothly, let alone be a true “turnaround” moment for the errant employee. So what do you all think…is there a “best” method of discipline? Have you ever witnessed a true turnaround effect?
23 Responses to “Is there really such a thing as a “turnaround?””
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I don’t think there is necessarily a “best” method of discipline because the world discipline in and of itself carries a very negative stigma. Employees tend to feel that discipline is not their to teach them of the things they are doing wrong but rather as a method of the company to infringe upon their freedoms within the work environment.
I believe the progressive disciplinary action process is essentially the best approach for the employee and the employer. This give the employee opportunity to correct their errors and improve their performance so long as the processes are communicated clearly.
I like the approach of involving the employee in the disciplinary action because it allows an employee to evaluate what they have done and what needs to be done to fix the problem or situation, but I think this approach should be heavily evaluated by the employer prior to use. The employee can make suggestions that are too easy and don’t actually resolve the problem…. I just really feel that an employer has to clearly communicate that if their isn’t a resolution- that the person’s position is in jeopardy. I feel this makes the person evaluate whether or not they really even want the position anymore or whether the company is a good fit for them. If it is- they will respond accordingly. If it isn’t- nothing will change and the company will have to make the necessary decision to obtain the proper person for the position.
This is the method we use at work. The only problem I’ve seen is it takes too long to get to the point where an employer can terminate the employee. It is a good tool to start out with the least negative consequences for the employee. The employee will have a chance to improve their performance before the disciplinary action intensifies.
I have never been disciplined in the work place before but I have been a part of a disciplinary action for one of my staff members. As I wrote in my weekly reflection, it did not go well. The employee ran straight to HR and HR throughout the very write up they assisted me in writing. There was absolutely no turnaround of the employee because now they had no incentive to do any better. They knew they could run to HR and HR would do nothing to support the Management team, so they had no reason to be a better employee. So I have yet to witness a true turnaround of an employee from a disciplinary action. I truly believe that the great employees will always do great and never need intervention while the bad employees will always do mediocre work and no amount of disciplinary action will do any good to make them a great employee. The drive to be great comes from within and not from someone telling you to be better!
I do believe that over time- people are just plan difficult to change. We are set in our ways. I think it is more difficult for a good employee to turn into a bad employee, because of the person’s inherent desire to do good work and do their best. I think good workers are people raised with a strong work ethic and ability to adapt within a situation or workplace. But, I think the idea of bad employees always doing only mediocore work is a little rough. Personally, I had a job in high school working at cheese factory before school every morning that I absolutely despised. It was senior year and I had basically checked out of the world and wanted to go on to college. The fact that i hated the job aided in me doing a crap job. I showed up whenever I wanted, was on my phone consistently, took too many breaks, etc. I wasn’t really ever disciplined, but I left that job eventually and because of things happening in my life- I began to change my direction. I started caring more about doing a good job and being respectful to my employers. Now- on my evals- although i can grow in some areas, my work ethic and willingness to support the team is always rated really high. Problem is I don’t think discipline works. It has to be the person’s own personal decision to change.
Yes, that was exactly my point, I don’t think disciplining a bad employee will make them any better. It may be the opportunity for them to see they need to change, but ultimately the decision has to come from within.
I think that the absent connection of HR and the actual management team is definitely something to take a look at. It’s like having two parents disconnected from a disciplinary action of a child. If a child wants approval for something and asks one parent and they say yes but the other says no- then it’s really on the parents to decide how to handle the situation and come to an agreement. This of course should be done before there is any response given. Communication must exist.
I do believe once in a great while a turnaround happens, but it is rare. i remember writing up several employees only one turned himself around. He decided to leave, but after awhile realized his folly. He went back to work in the same dealership, but I left at that time. I would have hired him back, if I was still there. So, is it worth all of the hassle of trying to develop someone? I think yes, but the process is a pain in the !@#$%^&*( because its emotionally draining.
Disciplining can make you friends and frienemies (slang).
It depends on what kind of behavior or action is being disciplined. Sometimes, with the proper approach, I do think that some employees could be turned around. It takes a concerted effort from both the employee and the employer but it is possible. Other times it could be to a point where the relationship is no longer salvageable and it is best for both parties to part ways. I think it is up to the employer to determine the best way to go about handling the disciplinary action, and make this decision.
Carlos… have you ever experienced discipline that really turned a person around? Brice A. Yocum, #258696 Brice A. Yocum, P.C. P.O. Box 2727 Visalia, CA 93279 Tel. (559) 697-5433 Fax (559) 553-1741 brice@yocumlegal.com
I agree. Zing!
It totally depends on the employee action which desires discipline. From there the employer decides what is the best course of action for the organization. Do they take on an approach that is meant to train the employee or do they simply what to take disciplinary action and move on.
Disapline is a very sensitive topic no matter if its with raising children, in schools or even in a work place. Everyone has their own preferance on how to disapline with in a compnay. I believe that my current ornagization has a good method of disaplining their employees. The method that they use is the progressive disciplinary action. I believe that progressive disciplinary action is a good method to use to show and explain to emplyees the issue. Thsi method gives the employee a specific time to crorrect the issue.
I don’t think there is necessarily a “best” method of discipline, but in order for the the discipline to be in any way effective- the employee has to understand that if the discipline is taken lightly- there is a very high chance that termination could occur. I think that unless people understand that an employer won’t tolerate a situation and aren’t afraid to terminate a person if the situation calls for it, then those people will not take the discipline seriously. This does not mean that disciplinary action with an understanding of possible and likely termination may affect some people as some individuals just don’t care.
I have not personally witnessed a true turnaround effect. Anytime i have heard or seen of disciplinary action within the workplace- I have not seen that individuals being disciplined continue with the company much longer. They’ve already ticked some people off, so terminating them presents no concern for the employer having to do the firing.
Disciplinary actions need to be handled with care. It should be meant as a way to correct lagging performance as well as be used as a training tool. If an employer desires to keep the employee they should be cautious. Disciplinary actions need to be conveyed to the employee as a desire of the employer to retain the employee, and make them a better worker. Then there are inappropriate behaviors of an employee that are not work related, should be handled in a harsher tone. The form of disciplinary action can vary depending on the severity of the employee’s action. This is ultimately a decision for the employer. An HR department could hold training for supervisors in how to handle these situations and what things should be considered.
I agree wtih Wes that training sessions need to be held for employers on how to handle these situations. If discipline is approached as training on not just as discipline it could be a positive thing. Sometimes discipline action can be done for small things that can be fixable such as tardiness. The key is communication, especially when it comes to first time employees who have no prior employment experience.
Precisely- I would think that this would be a great idea in that both the Management team and the HR team would be able to hear both of their viewpoints and know where each one of them stands. I would think that if an employee is going the wrong direction or needs disciplinary action then yes it should come with a concerning tone. I believe that in instances that the employee is just plain errant- well this is where the employer needs to take more caution in the situation.
I agree with Wes, that training sessions should be well established. Most organizations assume that all employees conduct themselves in a moral and ethical way. Yet these are the same mistakes that are being disciplined over and over.
I have never personally witnessed a true turnaround effect but I think that one would be factual with the right unswerving disciplinary action. I don’t think there is one true way of best disciplining; but I do believe that there is one true way for each individual person- depending on their temperament, way of learning and eagerness to improve. Overall, I believe that there are some parallel agents to a successful disciplinary path, such as: both the supervisor and the employee being committed, consistency, advice, and setting some sort of expectations with datelines do be able to evaluate the progress.
True, appraisals have a way of telling someone how they are doing, and it is up to the individual to make the change especially if the manager is clear about the duties how accomplish them.There is not one true way, except the final outcome or choice. Does a person try to do their job according to the organization standards or get fired not trying. Either way something will be learned.
What is the most effective discipline method in the workplace?
In general I believe that the most effective disciplinary method within an organization is the “Provides Warning” method. I believe that if you warn the employees of the consequences that they are least likely to conduct them. This is like constructive reinforcement. Why wait till a dilemma occur? This is only going to cause headaches and problems not only for the employee, but possibly for the organization as well. For instance if an employee violates the rules in the organization, as management one might have to impose discipline actions? What if the employee is a crucial part of your productivity line, well now the employer and management will suffer from this consequence. Now if the employee violates the rules and say possibly harm or discriminates a customer now the employer will possibly face a potential lawsuit. Only if management would have provided warning to the employees for their consequences!
Although discipline within any organization is a sensitive one, it is also something that does need to be in place. The difference that is going to be seen from business to business is the depth of the discipline. Some organizations are going to be tolerant to bad behavior; while others are going to hand just one chance. The scope of an organizations discipline procedures is going to be a reflection of the employees themselves, as high quality employees are able to function effectively without the presence of a heavy bureaucratic system. The level of bureaucracy in an organization isn’t going to be the catalyst for an employee “turning around”, but rather the right, motivated employee will be able to judge themselves and determine if a change is needed.
I believe the best discipline method is to nip every disciplinary situations at the bud. With a thorough orientation and exceptional training and development and a culture that fosters individual and corporate growth. There will be some black sheep now and then, but they eventually go away on their own. People that do not like company culture usually find another job. You can only help someone fit in to a certain point.