Changing Behavior Through Counseling/Corrective Action

1. Changing Behavior Through Counseling/Corrective Action 2006 ACMA Summer Conference Dr. La Verne P. Diggs Becker-Diggs & Associates

2. Changing Behavior • Counseling. • Coaching. • Mentoring. • Ensure that good performers want to stay with the organization and that employees whose performance is chronically low are encouraged -- or forced -- to leave.

3. Counseling Face-to-face communication Conducted by supervisor Usually first form of action Discipline Penalization With HR assistance Typically, second form of action (if counseling fails) Counseling vs Discipline

4. IF Counseling Is Unsuccessful… • If counseling fails, or the nature of the offense is beyond counseling, disciplinary action should be considered

5. Fair and Equitable Disciplinary System • Reasonable policies, rules and procedures • Consequences communicated • Applied consistently • Progressive • Management proves employee guilt • Appeal/review process

6. Is Discipline Appropriate? • Should the employee reasonably have known the action was wrong? How? • Did the employee receive previous counseling/discipline? • Performance ratings • Have other employees behaved similarly? If so, when and what happened? • Impact?

7. Disciplinary Problems • Attendance • Inappropriate on-the-job behaviors • Inappropriate off-the-job behaviors • Dishonesty • Unethical behaviors • Marginal or unsatisfactory performance • Insubordination

8. Discipline Considerations • Seriousness of the problem • Duration of the problem • Frequency and nature of the problem • Extenuating factors • Degree of knowledge of organization’s standards • Organization’s past practice • Management support

9. Progressive Discipline Process Written written suspension dismissal Verbal warning Warning

10. Case Study #1