Coaching, Counseling & Corrective Action – Part 4

The Corrective Action Pill (Part 4 of 4)         

                 For some managers this may be the hardest of all the pills to swallow. Why, because it’s difficult adjusting from the old “disciplinary action” way of solving issues to the “corrective action” way of solving issues.

The way of the disciplinarian manager only adjudicates punishments for breach of policy and procedures, and requires from the manager little or no self-involvement. The employee is called into the office, is advised of his/her wrong doing, told of the penalty that would be affixed, asked to sign an agreement form, and then finally sent on their way with the door being closed as they leave.

Instinctively as human beings we become defensive when we feel threatened and to an employee the most threatening and sometimes even terrifying phrase is that of “disciplinary action”. When this happens any communication that occurs from the manager to the employee after that phrase is uttered is being heard through the prism of fear, intimidation and self-preservation. The result will undoubtable be unproductive.

The truth is employees don’t come to work with the intention to fall short of the company’s performance standards, at the very least they come with the mind set to accomplish enough to ensure their continued employment.

There will however be those occasions when employees fall short of the company’s desired expectations, and often it is at the most in opportune of times, causing disruptions to operations, angering valued clients, destruction of company property and even loss of revenue.

Anger and frustration are normal reactive emotions for managers to feel when having to deal with such situations, especially if having to deal with a repeat offender employee. Permanent and corrective actions, embodied with preventative mechanisms will however require from the manager a calm, focused and level demeanor.

   The way of the corrective manager is about finding the root cause of the breach in policy, and discussing the occurrence. Together searching for that manageable solution and preventive measures if required, documentation of both the manager’s support and the employee commitments and also after the employee leaves the continued working with and follow ups with the employee.

Dr. Anil Kr Sinha is quoted “Positive corrective approach to wrong done has positive affect on self-empowerment.” All great managers know that a self-empowered workforce that is filled with positive thinking attitudes is the truly the companies most valued asset. They are also acutely aware that employees feeling the exact opposite will eventually bring about the company’s demise. The Corrective Action Pill may be hard to swallow at first, but once it is working in the system it will bring about a greater synergy to the work environment, and a more assured and confident employee base which will in turn lead to happier clients and a stronger profit bottom line.

               Keith M. Dean