How can you align disciplinary procedures with the BRM framework?

1 Define the purpose and scope of disciplinary procedures

The first step to aligning disciplinary procedures with the BRM framework is to define the purpose and scope of the procedures clearly and transparently. The purpose of disciplinary procedures is to correct unacceptable behavior or performance, not to punish or humiliate the employee. The scope of disciplinary procedures should be consistent with the organization's policies, values, and culture, as well as the expectations and needs of the stakeholders involved. For example, if you are a BRM for a customer account, you should consider how your disciplinary actions will affect the customer's satisfaction, trust, and loyalty.

2 Communicate the expectations and standards of behavior and performance

The second step to aligning disciplinary procedures with the BRM framework is to communicate the expectations and standards of behavior and performance to your employees and partners regularly and effectively. You should use various channels and methods, such as meetings, feedback sessions, training programs, performance reviews, and contracts, to convey what you expect from your employees and partners and how you will measure their performance. You should also explain the consequences of not meeting the standards and the process of applying disciplinary procedures. Communication is key to ensuring that everyone understands their roles and responsibilities and agrees on the goals and outcomes of the relationship.

4 Involve the employee or partner in the disciplinary process

The fourth step to aligning disciplinary procedures with the BRM framework is to involve the employee or partner in the disciplinary process as much as possible. You should give them the opportunity to explain their side of the story, to present any evidence or mitigating factors, and to express their feelings and concerns. You should also listen to their feedback and suggestions and try to find a mutually acceptable solution. You should treat them with respect and dignity and show empathy and understanding. By involving the employee or partner in the disciplinary process, you can foster a sense of ownership and accountability and maintain a positive and collaborative relationship.

5 Provide support and guidance to the employee or partner

The fifth step to aligning disciplinary procedures with the BRM framework is to provide support and guidance to the employee or partner during and after the disciplinary process. You should offer them coaching, mentoring, training, or counseling to help them overcome the issue and improve their behavior or performance. You should also monitor their progress and recognize their achievements and improvements. You should encourage them to learn from the experience and to grow as a professional and as a partner. By providing support and guidance, you can demonstrate your commitment and trust and motivate them to perform better and to enhance the relationship.