Career Conversations: Progressive Discipline the Right Way

Abstract

Personnel actions are among managers’ least favorite job duties. If you talk to librarians, you will find few who enjoy the stress, tension, and confrontation engendered by corrective actions that can become as much about interpersonal conflict as the job itself. Many managers also fear failing—that the corrective action will not succeed in correcting the issue, or worse, that the employee will somehow twist the action and win, removing the supervisor’s authority and control of the situation. In some instances, when the employee requiring discipline is popular among co-workers, managers dread being labeled as cruel, tarnishing the positive relationships they have with other employees, or inciting fear among them.

Toxic employees

“…When a toxic situation occurs in the work environment, it can and will affect the entire team if it isn't handled quickly and appropriately. [2][3][4] As a manager, you must first consider how to encourage and support employees exhibiting unprofessional behaviors when considering their options. There are a plethora of possibilities that may be attempted in an effort to challenge employees to identify and take ownership of their disruptive behaviors; however, it's their choice to accept and make those changes.…”

“…You may struggle with missed opportunities to help the employee or be labeled "unfair or cruel" by other team members, affecting their relationships with other employees. 4 Remember that the employee's behavior causes the termination, not your decision. Managers may also feel that attempting to correct an employee's behavior will worsen the situation.…”

“…If support from your administration isn't strong, you may fear your decision will come back to haunt you or that you might experience retaliation from the employee's peers, which could tarnish your existing relationship with other team members moving forward. 4 Building strong relationships and mentoring and coaching team members along the way will assist in decreasing this response. Most team members will accept the decision if they see consistency in your actions.…”

“…There may be a need for legal advisement or human resources (HR) services and support. 4,7 The termination conversation may be a new or unfamiliar task for you, which may add stress to your role and make you feel unequipped. Remember that it takes time to become comfortable with these situations.…”

“…Conversely, there may be a team member who'll somehow twist your action and cause your authority to be questioned, creating a negative impact on the team. [2][3][4] Another impact revolves around an increased work burden on the team members who remain to pick up additional responsibilities until a new hire is in place and oriented.…”