Create a disciplinary procedure

- Unfortunately, there is a dark side…to your performance management system,…and that's your disciplinary procedure.…You probably already have a procedure…in your corporate policy, so be sure you review it.…Now, I'm not an attorney and any questions…you have about discipline should be directed to one,…but I can offer best practices.…So your first step is to create a discipline form.…Most disciplinary procedures use a step method…and go from verbal warning, to written warning,…to final warning, and then termination.…

Depending on the issue, hopefully the employee…receives coaching first before the verbal warning.…If it was a matter of not meeting a sales quota,…for example, the sales manager hopefully…tried to help the employee reach the quota first…and of course documented it along the way.…Now, two months later, the quota still isn't met…so the manager would have that tough conversation…and let the employee know that they now have moved…into receiving a verbal warning.…If they continue to miss the quota,…they'll move into a written warning.…