I am often asked questions along the lines of
"How do I make this person work harder?"
"How do I keep this person from coming in late all the time?"
"XXXXX hasn't done anything productive for the last XXXX months, what can I do?"
These questions (with some flexibility based on union contracts, labor agreements, company policies) can all be solved with an effective "3-D Policy" - Document, Discipline, Dismiss.
(McGrath mentions the 3D Policy in their article "Document, Discipline, Dismiss: The McGrath 3-D Approach to Documentation of Employee Performance and Misconduct
Issues.")
Not everything documented has to be of a negative nature. But documenting as much as possible about someone's performance helps you cover yourself in the event of a complaint.
I've been blessed to only have had to fire a few people in my lifetime, and all of them were a result of following an effective Document Discipline Dismiss policy?
How have you effectively used 3D or a variation of it? Let me know at robert@galaconcierge.com
"How do I make this person work harder?"
"How do I keep this person from coming in late all the time?"
"XXXXX hasn't done anything productive for the last XXXX months, what can I do?"
These questions (with some flexibility based on union contracts, labor agreements, company policies) can all be solved with an effective "3-D Policy" - Document, Discipline, Dismiss.
(McGrath mentions the 3D Policy in their article "Document, Discipline, Dismiss: The McGrath 3-D Approach to Documentation of Employee Performance and Misconduct
Issues.")
Not everything documented has to be of a negative nature. But documenting as much as possible about someone's performance helps you cover yourself in the event of a complaint.
I've been blessed to only have had to fire a few people in my lifetime, and all of them were a result of following an effective Document Discipline Dismiss policy?
How have you effectively used 3D or a variation of it? Let me know at robert@galaconcierge.com
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