WORKPLACE DISCIPLINARY PROCESSES
Disciplinary processes are typically hard on all parties. The employee being performance managed, suspended or reinstated after undergoing such a process – is often highly suspicious, stressed and resentful. The Team Leader or Manager addressing such a process and maintaining a high degree of vigilant unbiased observation can be stressed and anxious about managing the perception of fairness as well as performance. All parties to workplace performance management and disciplinary proceedings benefit from unbiased review, facilitated discussion and re-establishment of relationships.
Ongoing perceptions of bias or disadvantage, over proving that changes have been achieved and sustained, or continued performance management, challenge and damage all concerned. An organisational Employee Assistance Programme can help and support the individuals concerned, however, facilitated learnings and agreements do require a joint intervention.
If you are undergoing or preparing to address a performance and/or disciplinary process, or seek to reintegrate an employee after such a process, we can assist.