Every office needs a disciplinary cycle. We found that having a specific written protocol that is followed for disciplinary action allows employees to know what is expected of them, know when they are failing expectations and know what needs to be accomplished to remain an employee.
We have also tied the disciplinary program to a bonus structure. While a regular bonus is nice, employees become expectant of their bonus as a rite. Having a close relationship to employees makes it difficult to then withhold a bonus without specific reasons. Even though a bonus is just that, a bonus, there is no reason why any employer needs to justify why an employee doesn't receive a bonus. However we have found that if it is tied to a system, then it is out of your hands. "I'm sorry our hands are tied, those are the rules. They are the rules for all employees. If you are being disciplined and on the way to possibly being fired, you certainly don't deserve a bonus." We provide two bonuses per year. The first mid year bonus is smaller, and then end of the year bonus is much larger.
Three strikes and you are fired, no ifs ands or buts. Those are the rules. Strikes are major disciplnary actions for major infractions, however the degree is entirely up to management. The first strike employees are only eligeble for half of their next bonus. That's right people are on their best behavior before the end of the year when they know their big bonus is just around the corner, and it's at stake. The second strike and they lose their entire next bonus. The third strike they are fired. Having a strike puts you on probation for a year, after a year, your strike record is cleared and you start fresh.
For the full details of this policy and how it is incorporated into use, contact us.