法律写作外资所、涉外法律业务必备The-Use-of-Counseling-and-Discipline-to-Improve-Employee-Product

TheUseofCounselingandDisciplinetoImproveEmployeeProductivity,Counselingvs.Discipline,CounselingFace-to-facecommunicationConductedbysupervisorUsually,firstformofaction,DisciplinePenalizationConductedbyHumanResourcesTypically,secondformofaction(ifcounselingfails),RoleoftheSupervisor,BalanceorganizationalneedswithemployeerightsonadailybasisInformemployeesoftheirperformanceonthejobEnsureworkisbeingcompletedatacceptablelevels,CausesofFailureofAccomplishmentatWork,TheemployeedoesnotknowhowLackofinstructionorfeedback.SomethingorsomeoneishinderingworkoutputPhysicalormentalrestrictions,timeorequipmentrestrictionsAttitudePoorattitude,employeeis“burned-out”orunhappy,ordoesnotparticularlyenjoythetask.,ConsequencesofFailingtoTakeAction,IncreasedworkloadDepartmentmoraleaffectedTheemployeemayneverseetheproblemProblemisreinforcedasacceptable,WhatisCounseling,Directface-to-faceconversationbetweenasupervisorandadirectreportUsedtohelptheemployeeidentifythereasonforpoorperformancetoimprove,notembarrassorhumiliatehimorherGenerallymoreformalthanfeedbackandcoachingandisrequiredofasmallpercentageofemployees,PurposeofCounseling,CommunicateconcernstotheemployeeDeterminethecauseoftheemployeesactivitiesIdentifyavenuesforimprovementand/ordevelopmentImproveemployeeperformance,WhentoCounsel,WhenmoreactionisrequiredbythesupervisorfollowingfeedbackandcoachingRe-establishExpectationsNotallunacceptablebehaviorwarrantsdiscipline:Usuallyminorinfractions,orcaseoffirstoffensebyalongtermemployeerequirecounseling,TheCounselingProcess:BeforetheSession,Defineyourobjectives.HavealldocumentationavailableReviewallfactsCreateanoutlineArrangeforprivacyVerballyinformtheemployeeinpersonandinprivatewhatthemeetingisabout,andwhereandwhenitistotakeplace,TheCounselingProcess:SessionGuidelines,HowyoubehaveandwhatyousayduringthesessioncanaffecttheoutcomeSetapositivetoneDescribetheproblemAsk,thenlistenCorrectthesituationListenConcludethesession,TheCounselingProcess:MinimizingConflict,CounselinatimelymannerCounselinprivateLookfortherootcauseoftheproblemListen.DonotinterruptShowsincereinterestintheemployeeIfyoucanhelp,offerit,doit,WritingaMemo:Decision,Whenmakingthedecisionaboutwhetherornottowriteacounselingmemo,considerifanyofthefollowingarepresent:PreviouscounselinghasfailedtobringimprovementYouhavelittleornoconfidencethattheemployeewillcorrecttheproblemwithoutfurtherencouragementTheseriousnessofthesituationrequiresit.Amulti-stepplanforimprovementisdesignedandthememocanserveasawrittenconfirmationandreminderIsitimportanttohaveawrittenrecordinofficialpersonnelfile(sunsetdatesperCBA),TheCounselingProcess:WritingaMemo,AstructuredaccountofthecounselingsessionthatdetailswhatwassaidandbywhomSummarizestheperformanceimprovementprocessandnoteswhenthefollow-upsessionwillbeheldTheemployeemustbeinformedduringthecounselingsessionifacounselingmemowillbeissuedanddocumentedintheirpersonalhistoryfolder,WritingaMemo:Format,AddresstotheemployeeBeconciseandclearToneshouldbesupportiveandfactualDateandsignthememoIncludesignaturelineforrecipienttoacknowledgereceiptIncludeallotherswhowillreceiveacopy(cc:),includingtheemployeespersonnelfolder,WritingaMemo:Content,Date,time,andplaceofthecounselingsessionStatepurposeofdiscussion,includingthebackgroundwhichledfortheneedforthesessionStatereasonforthememoIdentifywhattheemployeeshouldbedoing,whatrulesarenotbeingfollowed,andwhatpatternhasbeendeveloped,WritingaMemo:Content,contd.,TheemployeesresponseIdentifyimprovementplanandperformanceexpectationsIncludeprovisionsforfollow-upconsultationsFailuretofollowthesestepsortoincludeallrequiredelementsmayresultinthecounselingmemobeinginvalidandremovedfromthepersonalfile.,TheCounselingProcess:AftertheSession,Document:Writeamemo,ifappropriateImmediacy:Whateveryoudecidetodoafterthesession,doitimmediatelyafterthesessiondonotwa