Effective Disciplinary Skills

Reproduced from our ready-to-deliver Disciplinary Skills course

Feel free to circulate as e-learning to your staff.

by BRYAN EDWARDS
Management Skills

Our best practice tips for managers chairing an effective disciplinary interview:

Agree the gap (performance/conduct)

Set the scene
> Reason for interview
> Who is present and why
> Process of meeting
Relay manager’s version of events i.e. summarise the history
Show evidence/witness statements, where appropriate
Clarify that the employee understands that their behaviour is not up to standard
Gain agreement on the gap - ask what they think

Explore reason for gap

Ask open questions
Remain open minded
Show listening and empathy skills, if appropriate
Control interview – interrupt if necessary
Summarise the employee’s responses, to show listening and ensure the employee has not missed anything out
Check if employee has anything else to add
Explain next steps including time scale for decision

VERY IMPORTANT: Adjourn and consult. A time gap must be demonstrated between the 1st and 2nd part of the interview to show that due consideration has been taken to the evidence heard. This applies even if ‘an open and shut case’ where the employee admits the misdemeanour and there are no mitigating circumstances.

Always seek appropriate advice from your senior manager, human resources department or your organisation's legal team

Eliminate the Gap

Communicate the decision verbally and in writing (warning/dismissal, other action e.g. re-training or no action)
Confirm any review periods/dates for the future
If a warning to be issued communicate:

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