Criticism hurts. After all, who wants a dressing down while on the job? Yet, there are ways to soften the blow to an underling’s self-esteem, when the need to discipline an employee is unavoidable. If the occasion calls for correcting a staffer, consider these five ways to instill character, while also preserving the relationship.
1. Lead by example. There’s no shortcut to instilling character in an employee, but providing your workers with consistent ethical behavior is the most important way to head-off ethical lapses in your employees. While it’s true you cannot always guarantee exemplary behavior in the workplace, some employees will be quick to interpret your ethical lapse as an open invitation to engage in improper behaviors.
2. Illustrate ethical quandaries. Don’t assume your employees are ethically literate. Sure, everyone knows it’s wrong to steal, but what about the ethics of sharing proprietary information with a company’s competitor? Believe it or not, some workers, particularly those who are under aged 25, may not have a fully developed understanding of ethical behavior. So, take advantage of opportunities to illustrate ethical quandaries, both through personal conversations, and also when addressing your employees as a group. Ensure workers understand exactly what the ethical expectations are in your workplace. Distribute a written copy of these to everyone.
3. Consistency is key. Never show favoritism, particularly when it comes to dressing down problem employees. The same rules must apply each time, save for that rare exception, when truly extenuating circumstances have wrought havoc in an employee’s life. For example, a worker undergoing tremendous grief or stress may deserve extra forbearance, even when job performance plunges. Sometimes, mercy should trump procedure, and a good employee can still be a contributing member of the team, following a period of recovery.
4. Maintain confidentiality. Never discuss disciplinary measures taken against an employee with anyone else, except on a need-to-know basis. Saving face may even save the life of a despondent employee. Suicides have occurred, when employees suffered humiliation in front of co-workers.
5. Pursue a redemptive approach. Everyone deserves a second chance, but not necessarily a third or fourth one. Keep a log of all disciplinary actions, and don’t depend on memory. This may also prove helpful, if an employee lodges accusations of discriminatory treatment against an employer.