Dealing with poor performance, disciplinary action, and discharge is the toughest part of any supervisor's job.
Traditional discipline systems don’t make the job any easier.
America’s archaic “progressive discipline” system was created 70 years ago in response to union demands. It is the last remaining
vestige of adversarial 1930’s “labor versus management” thinking in the modern organization. Its focus on punishment does not encourage
performance improvement. It only breeds resentment and hostility, makes managers feel like the bad guy, and doesn’t solve the everyday
problems of absenteeism, unacceptable behavior, and poor performance.
Because supervisors often feel unsure of exactly how to confront a problem and lack expertise in dealing with all the procedural
technicalities and potential legal pitfalls, they avoid taking action until a nuisance becomes a crisis. And while traditional
discipline procedures require the manager to be the bad guy, most supervisors typically resist using approaches that invite tense
encounters and produce uncomfortable personal relationships with subordinates in the long-run.
Discipline Without Punishment
Dick Grote developed the Discipline Without Punishment® performance improvement system to replace punishment with a tough-minded
insistence that people take personal responsibility for their behavior and performance. This system:
Gives your managers easy-to-use tools that help them solve tough personnel problems.
Replaces traditional punitive employee discipline measures such as warnings, probations and unpaid suspensions with the
requirement that people take personal responsibility for their performance and behavior and commit to doing the job right.
Creates dramatic reductions in disciplinary incidents, absenteeism and grievances while producing major improvements in recognition and
Significantly reduces an organization’s exposure to lawsuits, workplace violence, and discrimination complaints.
Unique to Discipline Without Punishment is the final step before an employee’s termination – the Decision Making LeaveSM. The employee
is suspended for a day with full pay. On this day he must make a final decision: completely solve the problem and commit to fully
acceptable performance, or leave the organization.
For those employees who never become involved in any type of disciplinary issue, Discipline Without Punishment provides
specific procedures to help managers recognize and reinforce the performance of their good, solid performers.
Services and Solutions
We help organizations implement the principles of the Discipline Without Punishment system that deliver major improvements in employee commitment and