How can you maintain objectivity during a disciplinary procedure?

1 Define the issue clearly

Before initiating a disciplinary procedure, you need to identify and define the issue that needs to be addressed. Is it a performance problem, a conduct violation, or a policy breach? What are the facts and evidence that support your claim? How does it affect the business goals and values? By defining the issue clearly, you can avoid making assumptions or generalizations that could cloud your judgment.

4 Communicate effectively

Communication is key to maintaining objectivity during a disciplinary procedure. You need to communicate clearly and respectfully with the employee involved, as well as any other stakeholders, such as witnesses, co-workers, or union representatives. You should explain the issue, the process, and the expectations, and listen to their views and concerns. You should also document and record all the communication and actions taken, and keep them informed of the progress and outcome.

5 Manage your emotions

Disciplinary procedures can trigger strong emotions, such as anger, frustration, disappointment, or guilt. These emotions can affect your objectivity and decision-making, and also impact the employee's well-being and motivation. Therefore, you need to manage your emotions effectively, and avoid letting them interfere with the procedure. You can do this by acknowledging your feelings, taking breaks, practicing self-care, and seeking support if needed.

Maintaining objectivity during a disciplinary procedure is not easy, but it is essential for ensuring a fair and positive outcome for both you and the employee. By following these tips, you can avoid bias and emotional reactions, and act in a professional and respectful manner.