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Guest post by: Martin Haworth Become an Author

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The truth of the matter is that there have to be agreed ways of working that everyone subscribes to in an organization, team or business, to generate the very best results. Within those boundaries, rather than have a stifling effect on creativity, fun and energy, quite the opposite occurs.

Great staff discipline removes clutter and confusion, whilst allowing your people to focus on what they do best, without the distractions of petty squabbles.

In the very best Organizations, or more precisely, the very best teams, Employee indiscipline is not an issue. It just isn't there because all team members understand what is - and what isn't - acceptable.

In the culture is embedded a way of working where discipline issues rarely shows up and even then, it is often dealt with quietly and efficiently by other members of the team.

So, when we look at managers who have this all wrapped up...

1. Have Clear Expectations

Everybody knows what is expected of them, one by one, to get their job done satisfactorily.

These are clearly communicated not just by word of mouth, but with discussion so that everyone on the team fully understands and has the opportunity to debate for clarification.

2. Listen and Hear

By being able to listen to their people, the best at employee discipline are aware of issues easily.

By 'hearing' what they say, this builds a two-way process which pre-empts issues and prompts pro-active solutions early.

3. Provide 'Ways of Working' Rules

Through consultation and understanding the needs of their people, great exponents of staff discipline openly publish the core standards they expect of their people.

Often they place them on noticeboards or in easily accessible manuals as well as online, encouraging all their people to use them and understand them too.

4. Are Approachable

As well as being good with their listening skills, great managers are easy to approach and therefore build strong relationships with their people, thus ensuring they are in the debates that happen.

They are both prepared to listen and discuss (and change when appropriate), whilst being resolute in areas that really matter.

5. Deal with Indiscipline

For those who do transgress, there is a process which is firm and fair, delivered across the board, in a generative and supportive way, yet definite too.

Staff are clear what will happen - and it does - thought hey do not fear outcomes, because they are handled with respect and in a culture of learning.

6. Lead by Example

The best with employee discipline 'Walk Their Talk' and don't bend their own rules.

They don't expect anyone to behave differently to the way they do - indeed they generate a relationship with their people such that they are given useful feedback, which they use.

7. Are Very Fair

Whilst there are policies and practices in their business, the best with building a good culture in their team appreciate that sometimes things need to be changed or challenged.

When that happens, they are fair about it and not closed. Through this, even better outcomes are achieved.

8. Leverage Abilities

Sometimes, an individual may give the impression of being wayward or even out of control. Great managers also realize that sometimes, people get into the wrong job and that has implications.

So they seek to understand better and find the round hole that this round hole person wants and needs, rather than a square one. Then this leverages and 'turns around' the talented people who might otherwise be lost.

9. Have a Formal Process

Organizations often have proscribed disciplinary procedures.

These are to enable consistency and fairness, on both sides of the equation. In the best businesses, these are used properly with understanding, focus and commitment.

Ironically, when this is the case, they have to be used less often.

10. In the Bones

In the best businesses, employee discipline is not something 'done-to', it is inherent.

That is it is the way of being, because individuals have taken it on board and made sure that they practice self-discipline.

Where discipline works best it is clear and consistent, where possible with employees fully involved in a creative process to deliver the 'rules'. Managers focus some time on this work, especially at the start of their management and bring everyone into the room together.

Shared responsibility for working effectively together, within well understood ways of working become 'just the way we do things around here'.

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