Discipline Starts with Performance Management

Talent without discipline is like an octopus on roller skates.

There’s plenty of movement, but you never know if it’s

going to forward, backwards or sideways.

H. Jackson Brown

The Challenge

Business owners and companies are challenged with addressing how to deal with those employee behaviors that may be less than optimal for the achieving business success. It becomes imperative then for organizations to determine where they will place their time, energy and dollars on performance or discipline.

One of the biggest mistakes managers and business owners make is not defining the job expectations and consequences if those expectations are not met. Upon hire, the worker then must be trained to fully understand their role and responsibilities. Creating a systematic performance management system is one method to minimize expensive, extensive disciplinary action.

A 5-Step Performance Management Model

The federal government has put together a simple, but elegant process that engages employees, as individuals and team members to enhance overall organizational effectiveness and efficiency.

Planning - identifying the performance standards and job requirements to set the stage for a successful employer/employee relationship. Creating a framework for why they are doing the job and what is important to the organization (mission, vision and values) will help set the stage for success.

Monitoring - establishing and communicating metrics up front. Areas to measure and monitorcan be customer service, quality, safety, and other specific work related competencies . Consistent follow up needs to be established. Rather than ’”catching someone in the act” of good or bad behavior, at least annual reviews need to be put in place. The best feedback occurs monthly and quarterly, both formally and informally.

Developing - identifying all employees’ strengths and opportunities for growth as it relates to their job performance. Sitting down with employees takes time initially, but can save valuable time and resources. Employees can learn appreciate that their role in the company is an asset if they are encouraged to create their own goals and plans for career and life success.

Rating - establishing methods to summarize performances. This scoring should always be consistent, objective and fair. The rating system should also allow the individual to identify where they are successful and when they have the opportunity to grow.

Rewarding - offering incentives also need to be consistent and meaningful. That does not mean they have to have big price tags. However, salary increases should be consistent and equitable, with the shrinking competent workforce. Employers are being more and more challenged to retain as well as attract the most desirous workforce.

Discipline Made Easy

Finally, discipline now is much more proactive rather than reactive. The employee that understands the company vision and goals, is clear about their role and performance standards is less likely to require disciplinary action.

Employers that reviewing business metrics consistently can easily identify when and where employees might be falling down in performance. Establishing for every employee a simple developmental plan (from learning a basic computer skill to using a more sophisticated technology) will ensure that the employees are given the tools to do their jobs.

Finally, discipline is made easier by managing performance through recognizing, rating and rewarding.