Greatest Hits

As we continue the conversation around creating #PsychologicalSafety, let’s talk about #Disciplinary processes and specifically the importance of keeping things simple and clear.

I worked at an IR / Labour Law Consultancy for many years, and there are a few “greatest hits” that I remember. One of which is “Disciplinary processes must be procedurally and substantively fair.” This is true in legal terms, but also true in terms of the human element. There is a human being on either side of the table in a disciplinary proceeding, and we would do well to remember that. So, because I am not a lawyer, let’s look at the “peopley stuff”.

I have never come across a disciplinary hearing that has taken place at a time of great emotional equilibrium. The authors of Crucial Conversations (a book I recommend everyone to read) would definitely characterize this as a crucial conversation: the stakes are high, there are opposing opinions and emotions are strong.

One of my coaching client received notice for a disciplinary enquiry- on the grounds of #negligence. The stakes were high- the proposed sanction as per the business’ disciplinary code was a final written warning for a first offence. There were opposing opinions – my client had admitted to the charge (they had misread the date on a document and as such missed a deadline), stating that the error was not intentional, and they had not done anything to hide the facts or lie about them. My client was prepared to sign a first written warning, but felt the proposed sanction was extreme. The employer’s opposing view was that this? error had a massive and direct impact on the business’ financial stability. Emotions were definitely high- my client was terrified of losing their job, heightened by the fact that they were the sole breadwinner in their family. The employer believed themselves to have lost a particular sum of money and were concerned for the impact on their business. Both parties were operating from a compromised view. Emotions are informed not by what we see, but what we tell ourselves about what we see. My client saw themselves losing their job and putting their family at risk. The employer saw the employee’s actions as intentional and believed it would sink their business. Neither fear was objectively or factually correct.

Check in over the next few days to see what businesses can do before, during and after a disciplinary process to keep things clear and create safety.