Wendy Macphail Employment Law Services

When your employees exercise self discipline the need for managerial intervention or discipline imposed externally is minimised.

Managers get more time to spend on more constructive tasks such as encouraging, training and developing their employees. More time is also spent on production rather than managing staff.

There are some simple steps you can do to create an environment in which your staff practice self-discipline:

• Make sure your employees understand what is expected of them. Ensure you have clear job descriptions and employment agreements. Be firm and consistent with limits in the workplace.

• Lead by example. There is nothing more motivating than an impressive leader to emulate.

• Ensure your staff feel safe. Do not simply fire staff or restructure staff if mistakes are made. Such behaviour results in fearful employees that then hide mistakes that may have a significant detrimental impact on your organisation.

• If you see self discipline in action, reward the individual in a way important to that individual, eg training, attention, time off etcetera.

• Spend time meeting with staff on a regular basis. Everyone likes attention.

• Ensure your policies and procedures are available for all staff. Consult over new policies. Enforce policies fairly and consistently. Keep policies to a minimum; just implement those needed to ensure an ordered, fair and consistent work environment.

• Provide good training. Especially for new employees and when introducing a new work process.

• Know what is going on with those who report to you. Encourage your team to develop to their potential and encourage open communication with your staff.

• Treat your staff like adults. Treat your staff with respect. Most employees want more than their pay; they want to feel as though they are contributing to something greater than themselves. The best places to work are those that promote individual and group success and foster their employees self esteem.

• Encourage new ideas and make sure employees feel safe if their new idea does not work out.

If you have any employment queries you would like
assistance with, please email wendy@employmentlawservices.co.nz

This article is intended as a point of reference and should not be relied on as a substitute for professional advice. Specialist advice should always be sought in relation to any particular circumstances and no liability will be accepted for any losses incurred by those relying solely on this article.