How can A manager reduces disciplinary problems?

Few ways to avoid disciplinary problems in team, 

 

1. Communicating clearly about the expectations from each project team member in the project kick off meeting.

 2. Setting ground rules for team meetings, communications. 

 3. Hold frequent team building activities where people can have social time that will help the team members to know each other better.

 4. Identifying people who has attitude problems and work with them to correct their attitude and make them work towards project goals.

 5. Being impartial with everyone, motivate the team as we are ONE team and we have common goal.

 6. Transperancy in decision making, and provide context to the team regarding in which situation decisions were taken..

 

Hi Friends,

We have have to understand disciplinary issue:

Disciplinary issues

Managers need training to ensure that they understand and follow the disciplinary procedure. No formal action should be taken until there has been a thorough investigation of events. When action is taken, managers must act fairly and consistently.

 

It may be possible to deal with minor offences with an informal discussion. The formal disciplinary procedure should be dealt with for more serious offences. In any case, clear records should be taken of the incident and any action taken. This can be vital if disciplinary action eventually leads to a dismissal which is challenged at an employment tribunal.

Grievances

You should have a written grievance procedure that follows the Acas Code of Practice. Typically, it should require the employee to set out their grievance in writing so it can be investigated. The grievance is then discussed at a meeting and action agreed. Dissatisfied employees should have the right to appeal to someone who was not originally involved.

As with discipline, employees need to know about the procedure and managers need training in dealing with grievances. Training should include helping them identify when a grievance exists – even if a formal complaint has not been made – and how to resolve it informally

Thanks

 

By setting correct examples for others to follow.

by setting an example,setting targets,setting a clear code of conduct codes,setting and implementing desciplinary practices,drive a positive attitude and lead with confidence,be clear yet descisive.

conducting some approaches to the employees, both officially approach and personal approach in proportional manners. and persist the approaches continously to build positive attitudes of the employees

To set HR code of conduct for all employess and organizanize training for all staff.

First and foremost, a company can avoid problematic employees (that need constant disciplinary actions) if it hires the right candidates for the right positions and ensures that these employees understand well the vision, mission, and objectives of the company.  In the event, however, that problematic employees exist in the company, management should talk the employee through.  I emphasize on the term TALK, not reprimand at first offence.

By making decisions without any discrimination and favourtism and soft attitude with sub ordinantes.

Many years ago the answer would have been to sack/fire the first person to transgress! It would set a fairly harsh lesson to the others! Nowadays we are far more "person centred" and professional HR personnel are well versed in dealing with these kind of problems.

When deciding what disciplinary action to take, keep in mind that discipline is supposed to be constructive. Your goal is to guide the employee to improve performance or correct inappropriate behavior, not to punish the employee. As a general rule, your action should be just enough to get the employee's attention. However, you may have to take progressively more serious actions if there is no improvement or if repeat occurrences follow.

Do the things urself on first place which u expect others to do in the workplace. Example punctuality, honesty and the most important factor is trust.