Tip of the Month by Ron Jasniowski
Performance or Behavior Problems and
Why do employees misbehave/underperform in the
workplace, when they know better? Once we know why they misbehave,
we are better able to implement employee correction.
People do what they feel is in their
best interest (even if others around them clearly see their
behavior is self-destructive). This answers why some people
perform poorly and reveals part of the solution.
So, how do we get employees who
deliberately misbehave/underperform to change? While that can be difficult, it
is being done. Character-Based Correction is one of the
best ways to get lasting change. For major infractions and
repeated violations, use the follow steps:
Act the day you hear of the incident. Time minimizes the offense to
both the offender and the manager.
begin correction with praise. This sends mixed signals and causes employees to dread future
appreciation. But its good to end with some words of hope.
Prepare your heart by remembering the
goal is long-term restoration and not to vent your frustration.
Explain and encourage the practice of
a positive character trait. Such
as discretion for employees who verbalize a bad attitude.
Thoroughness for employees with poor quality issues. Punctuality
for employees who are tardy too often. Most people want to please their
manager. It is the manager's responsibility to make sure each employee
has a clear understanding of what good performance is.
With a spirit of caring, convince them poor performance is not in their best
interest and that correction is in their best interest. This is key
for lasting change! Long-term change will not take place without this.
Administer appropriate consequences. If
employees repeatedly violate policies, it's because you let them.
inally, restore the relationship. At this point there may be some risk of
severing the relationship. If you notice the employee correcting
his/her behavior, express your appreciation for it. Recognition for doing
something right may be all it takes to get that employee to buy
in to lasting change for the rest of their life!
isn’t pleasant for either party, some
managers prefer to ignore it. But once correction takes
effect, both parties can take pride in the results!
"Nothing has a greater
impact on success or failure than the outward expression
of inner character."
several highlights from a 10-step module on character-based
correction in half-day and one-day workshops about
"Character-Based Leadership Skills." In those seminars, I
not advocate keeping unteachable people on the payroll, but I
strongly encourage supervisors to not be so quick to terminate employees
and to focus on restoring them.
Future issues will
provide more details on how you
can reach the next level of leadership
may want to print this and discuss
at your next leadership team
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Improve Your Next
Jasniowski specializes in training managers and supervisors at in-house
training workshops and at leadership retreats around the country
about character-based leadership skills. This helps managers develop
the untapped potential in employees. Learn more from the
services page or
for more information and a quote.
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Whatever you call it: Employee Discipline, Disciplining Employees,
Correcting Performance Problems, Poor Employee Conduct,
Employee Problems, Employee Correction, Correcting Employee
Behavior, Correcting Employee Performance Problems, Employee Misconduct, Poor Employee Behavior or
Restoring Employees, it's not easy. But, it is an opportunity to turn
a problem into an achievement!