If you have an employee who is constantly doing something wrong, you will likely have to write them up at some point. While this can seem a bit scary, it doesn’t have to be. You can follow some simple guidelines when writing the report and make sure that it is done by your company’s established policies and procedures. Here are some tips for creating a well-written employee discipline report that will be effective and easy to read.
Disciplinary action is an important way for companies to maintain a good environment. It helps keep employees safe and ensures that disruptions are kept at bay—and can even help the offending employee become better!
Discipline in the workplace holds several benefits, such as helping ensure safety for all employees (including those who have committed infractions) and minimizing disruption within your company. Sometimes it encourages people to do better or be more mindful of their actions by showing them consequences they might not otherwise see without disciplinary action against them. In theory, this could lead these individuals into becoming more substantial members of your team with time.
The goal of the disciplinary action is to provide the employee with feedback on their performance, help them improve, protect the company from adverse impact, and keep employees who are doing well in their jobs. Discipline in the workplace prevents employees from harming a company’s success by behaving in a manner that may violate workplace rules.
It’s essential that your employee handbook clearly outlines the expectations you have regarding employees’ behavior and performance. A detailed description of incidents of inappropriate behavior also helps to ensure that employees know what is accepted and what isn’t.
Disciplinary procedures help employers to:
Disciplinary action can include a variety of consequences. These could range from verbal warnings, suspensions, or other disciplinary measures against an employee as determined by their employer.
Disciplinary action is used to inform an employee of an issue and provide them with opportunities to improve. This process can also prevent a negative impact on other employees, help protect the company’s interests, and help correct the problem without disrupting the business.
For disciplinary actions to be fair and adequate, employers need to set clear expectations for their workers. Employees should know upfront what behavior will be tolerated by their bosses and how they are expected to perform.
Write a detailed job description that addresses your organization’s expectations
A job posting that clearly explains the job title and responsibilities of the position will help applicants figure out if they are a good fit before applying. If they have a clear idea of what the position entails, they can be better prepared before they even apply.
Set standards for employees with an employee handbook
A comprehensive handbook should tell new employees about your organization’s culture and give them a quick rundown of basic policies and guidelines. There’s nothing more important than how you treat your employees, customers, and other stakeholders. Without a workable set of rules in place, employees are unlikely to feel comfortable operating in your corporate culture.
Shorten performance evaluation cycles, and ensure that managers hold employee performance discussions with regularity.
Annual reviews are a common part of management practice, but they can be very stressful for employees. There are many benefits to a strategic review process that meets more often than once a year. It will help managers give immediate feedback, which will decrease the likelihood of small errors developing into more significant problems.
We know that sometimes it can be tough to get things done without a little help, which is why we have created the Employee Discipline Report Template. Now you don’t need any fancy skills or experience to keep your office discipline in check! Just download our template now and start implementing immediately.
Location of Incident
Description of Incident:
Witnesses to Incident: Yes or No
Witnesses to Incident:
Did this incident violate a company policy? Yes or No
If yes, specify the policy and how it was violated
Has the impropriety of the employee’s actions been explained the employee? Yes or No
If yes, provide the employee’s explanation of the misconduct:
Disciplinary action taken against the employee:
Employee Name Employee Signature Date
Manager Name Manager Signature Date
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It can be a complex process to write up an employee for disciplinary action. You want the report to follow your company’s established policies and procedures. Still, you also want it to be easy enough that anyone with minimal writing skills could easily understand what happened. We’ve put together a checklist of things you should consider when creating this type of document so that you have all bases covered.
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