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Monday, January 02, 2012

Equipping Your Line Managers/Supervisors to Handle Disciplinary Issues

Discipline is a line responsibility. This is not always how it is understood in many organizations. Often, people think that it is the sole responsibility of HR to discipline people. In fact, many managers' send their erring employees to HR for disciplining instead of acting on the issue themselves. Even HR sometimes do not understand the division of responsibility between them and the managers when it comes to dealing with erring employees. This is why many HR practitioners in the Philippines act like school principals, looking over people's shoulders and acting like the corporate cop they think they out to be. This is incorrect and ineffective for several reasons; If disciplining is relegated to HR alone, no body will know the company policy except for HR (which is true in many companies). Companies do not have enough HR staff to play this cop/school principal role. Line managers when fully equipped can do a better job of discouraging people from violating company policies, call their attention or apply disciplinary action if they err, better appreciation of policies will help them make recommendations on how they can be improved and implemented.

In order for company policies to be effectively implemented, line managers or supervisors must understand their role in maintaining discipline in the workplace. They should also learn how due process works and what role they play in ensuring fairness when investigating possible violation of company policies. Most importantly, managers should be capable of handing out discipline when necessary with their minds set on improving performance more than just punishing employees for their wrong-doing.

The organization's culture is shaped by its managers. There is so much that managers can do to ensure that what is written on paper is consistent with what is happening on the floor. When people know that their managers fully appreciate the company's policies and will have no qualms about addressing misalignment, they take the company's policy more seriously.

A manager is well equipped when one is capable of preventing deviations from policies, know when an employee is deviating, can go through the proper procedure of applying due process, hand down disciplinary action in a way that does not expose the company to legal liabilities and is also able to maintain the employees self esteem and the relationship as a disciplinary action is handed down.

If you need help in transitioning your managers towards becoming actively engaged in preventing and addressing disciplinary issues, I encourage you to attend our 4-hour no frills training on the subject matter on February 8, 2012. Details are stated below.  If you want a customized "Maintaining Discipline in the Workplace" Workshop for your company, please contact me and I'll be happy to work out a plan with you.

andling Discipline Issues and Due Process - February


  1. Line manage should have skills and understanding to manage their staff more effectively

    Hr training and develpment questionnaire

  2. Just like student and teacher relationships, strict implementation of penalties are very effective in the workplace, indeed.


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