"I'm not afraid of getting sued—that's the cost of doing business. I just want to make sure I get sued on my terms."
These are the words of speaker, author and HR executive Paul Falcone in discussing the importance of making your disciplinary records as thorough and true to the facts as you possibly can. And yes, your playbook needs a solid defensive scheme when it's time to issue that initial warning to an employee who has slipped.
However, Falcone believes there's also a human side to corrective actions that should not be overlooked. This is a chance for a healthy reset—one that can reflect well on the people in charge. When a chain of positive reviews is broken by a disciplinary action, the kind of employee you want to work for you will awaken to a good faith effort to correct his or her performance. If that awakening doesn't happen, then you've done all you can do, and you can be certain it's time for a necessary change....(register to read more)