Course Description
When you notice bad behavior or poor performance, your instinct might be to begin a formal disciplinary process. But this isn’t always the best approach. Informal discipline is a simple and unofficial way to address problems at your workplace in situations where an employee has committed a low-stakes or first offense, or the offending behavior does not seriously threaten or endanger the workplace. Many factors can influence tough conversations in the workplace. You may need to discuss a challenging topic with another person, and that other person may be difficult to speak with about delicate issues. So how can you approach discipline as an HR professional?
This course will cover common informal discipline methods and how to choose which method suits the situation. You’ll learn about casual conversations, verbal discussions, reprimands, meetings and interviews, annual reviews, and check-ins. This course also covers important tips and tricks for preparing for difficult conversations with employees with behavior issues. Improve your communication skills and resolve behavior issues as soon as they’re reported.
What You'll Learn
- Describe the informal discipline process and how it differs from formal disciplinary action
- Recognize the situations where informal discipline is the appropriate response
- Identify common informal discipline methods such as casual conversations, verbal discussions, reprimands, meetings and interviews, annual reviews, and check-ins
- Choose which informal discipline method suits a given situation
- Prepare for, have, and follow up on difficult conversations with employees
- Improve communication skills to resolve behavior issues as soon as they are reported
Key Takeaways
- Informal discipline is a simple, unofficial way to address workplace problems when an employee has committed a low-stakes or first offense, or when the behavior does not seriously threaten or endanger the workplace.
- Beginning a formal disciplinary process is not always the best approach to bad behavior or poor performance.
- Common informal discipline methods include casual conversations, verbal discussions, reprimands, meetings and interviews, annual reviews, and check-ins.
- Many factors can influence tough workplace conversations, and the person involved may be difficult to speak with about delicate issues.
- Resolving behavior issues as soon as they are reported relies on strong communication skills and proper preparation for difficult conversations.
Frequently Asked Questions
Who is this course for?
It is aimed at HR professionals who need to approach discipline and address employee behavior or performance issues in the workplace.
What informal discipline methods does the course cover?
It covers casual conversations, verbal discussions, reprimands, meetings and interviews, annual reviews, and check-ins, along with how to choose which method suits the situation.
When should informal discipline be used instead of a formal process?
Informal discipline suits situations where an employee has committed a low-stakes or first offense, or where the offending behavior does not seriously threaten or endanger the workplace.
What skills will I gain from this course?
The course helps build skills in handling confrontation, behavior management, disciplinary procedures, disciplinary counseling, and organizational behavior, and improves your communication skills for resolving behavior issues.
Does the course help with difficult conversations?
Yes. It explains how to prepare for, have, and follow up on difficult conversations and includes tips and tricks for preparing to speak with employees who have behavior issues.
