How Do Leaders Discipline Employees?

As a leader/manager, there are times when you have to deal with issues. Having to discuss problems or discipline an employee can be difficult and uncomfortable. Consider that as awkward as that can be for you, it’s most likely even more difficult for the employee. Although experiences may differ depending on the seriousness of the situation and the personalities involved, there are some basic rules that leader/managers follow. These simple dos and don’ts will make dealing with problems easier.

DO:
• Show respect to all parties involved – treat people as adults & professionals
• Take on a non-threatening approach
• Give the opportunity for all sides to be heard
• Show support & be part of a solution
• Encourage cooperation


DON’T:
• Scold, embarrass, or humiliate others
• Discuss problems in front of other employees (unless they’re directly involved)
• Threaten or try to intimidate
• Assume
• Play games
• Blame/point fingers


Even though these are such simple guidelines, time and again managers get caught up in the situation, the emotions, or their own power. Consider how you’d like to be treated. Keep in mind that what you do and how you conduct yourself will not only affect the situation at hand, but your relationship with your employees as well. It’s your job as the leader/manager to always put your best foot forward regardless of the situation, so pay attention to your actions, your words, and your body language. Finally, make each shortcoming/mistake an opportunity for improvement.

Power vs. Authority

The words ‘power’ and ‘authority’ are both associated with managers and leaders, and they tend to be used interchangeably. In reality, there is quite a difference between the two. Power is the ability to make someone do things regardless of whether or not they want to. Consider making employees perform certain tasks at work under the condition that compliance will let them keep their jobs. Authority, on the other hand, is the skill of using your personal influence to get someone to willingly do what you want.

It may be difficult to grasp the distinction at first glance, but there’s definitely a difference – and good leaders are all about authority, not power. Power is easier by design. It can be bought and sold, and it can be given and taken away. Power can get the job done, and you can ride the power train for a few years, but it will not bring consistent results for very long. Power has the tendency to damage relationships, and it does nothing to inspire.

Authority, on the other hand, is about our personal character and the influence we build with others. It requires a lot of work and ongoing efforts, but the payoffs are well worth it. Authority inspires performance and fosters healthy relationships – it’s authority (not power) that will bring long-term success.

When contemplating the ideas of authority and power, consider how you may respond to doing something because you have to versus because you want to. It’s human nature to put more effort into what we want to do than those things that we have to do. Would you respond in the same way to someone that you respect and/or admire as you would to someone that you fear or resent? Power may get things done, but authority will inspire more effort and better things. Effective leaders know the difference and use their efforts to lead with authority not power.

Creative Motivation

A few weeks ago, this blog addressed the current economic situation in terms of what is known as an employers’ market. This week’s blog will explore ways to help you keep your employees more satisfied and motivated, so that when the economy takes off in the right direction, you’ll be able to retain the company’s talent. If your employees are sticking around simply because there’s not much else out there, chances are that they’ll be gone as soon as the right opportunity presents itself. It’s up to you as a leader/manager to help make your company a worthwhile experience for your employees.

If your company is like so many others right now where raises and bonuses have been eliminated, you’ll have to get creative finding ways to reward and recognize employees. Talk with your people and find out what else would inspire them, and remember that answers will differ from person to person. While for some the ability to telecommute, or a more flexible work schedule may be quite valuable, others may find new projects, new responsibilities, or new opportunities what matters most. Keep in mind that for some people being recognized for their efforts and work well done can be as important as a raise. Consider that something as simple as a restaurant gift card or tickets to a show or a sporting event will cost the company considerably less than a raise or a bonus, but it will convey the message of your appreciation.

Find ways to tell your employees that while these new benefits may be all that you can do right now, you still want to express your gratitude for their talents and hard work. Again, the key is to find out what’s important to your employees and do your best to offer that to them. Help them see the value of the new and/or more creative benefits – whether it’s convenience, a learning experience, or a way to relax for an evening, every little benefit counts. Get creative and find affordable ways to keep your talent by inspiring loyalty within your employees.

Staying Positive – Guiding Employees

You already know that modeling the way is a big part of being a successful leader/manager. Something else to keep in mind is the seemingly simple idea of staying positive. Times are tough and it’s easy to get wrapped up in the doom brought on by sales numbers, the media, and the still shaky global economy. As a manager, you probably have access to some information that’s not available to all of your employees, and not all of this information is positive or inspiring. Having such knowledge can further thrust us into the negative state of mind.

You have the responsibility to keep yourself in check and to find ways to be positive. Understand that I’m not suggesting living in a world of fantasy where unpleasant reality is replaced with unrealistic bouts of positive thinking. Smiling in the face of death is foolish. What I’m saying here is that you must have the ability to focus on moving forward toward realistic solutions. It’s up to you as a successful leader/manager to find the positive and help your employees see and utilize it. Will you be able to find the positive in each and every situation? That depends on your own personality. The ability you should have is one where you can move forward toward a better and more positive future.

Pay attention to what’s going on in your own head as well as to what’s happening around you. Find positive in everyday situations and use that to help your employees (and yourself) to get through tough times. Staying realistic and positive is simply a part of modeling the way.