Top 6 Ways to Prevent Disciplinary Issues in Your Small Business

As a small business owner, you'd likely prefer to focus on growth and innovation rather than employee discipline. The good news is that with the right approach, you can create a work environment where disciplinary measures are rarely needed. We are not addressing violations where there is a no tolerance policy for to include theft, substance abuse, intoxication, fighting, or other acts of violence at work. These behaviors are subject to immediate termination and may be reported to local law enforcement.

Here's how to be proactive in cultivating a positive workplace that proactively minimizes issues:

Proactive Measure #1: Start with Clear Communication

An expectation must be clearly communicated to hold someone to missing, meeting, or exceeding a standard. The earlier the better when articulating expectations and ensuring every employee understands their role, responsibilities, and performance standards. Create and distribute an employee handbook covering all aspects of workplace conduct and procedures upon hire and be available to answer any questions on an ongoing basis. See our previous blog post about developing a thorough, yet simple employee handbook.

Important question to ask: “Have I clearly communicated the standard regarding X to the employee, so they know what is expected of them?”

Proactive Measure #2: Lead by Example

Asking an employee to do something you wouldn’t do or don’t do is demotivating to your team. Great leaders model the behavior expected by demonstrating professionalism, respect, and dedication. In your own actions, be consistent in applying rules and policies uniformly across your small business.

Important question to ask: “Have I consistently demonstrated fairness and modeled acceptable behavior to my team?”

Proactive Measure #3: Create a Positive Company Culture

Addressing concerns promptly and professionally will save you a great deal of time in the long run.

Employees tend to make their needs known early on – it’s when you don’t listen, then hurry to take action that causes your culture to suffer. Define and reinforce your values ensuring your business operates according to clear, positive principles. Remember, your employees made the choice to work for your company because they believed in your mission and  values.  

Promote work-life balance and respect employees' time outside of work. Do not allow employees to consistently work excessive and unexpected overtime and weekend work without being provided a heads up. When you are able, organize activities that help employees bond and work better together.

Important question to ask: “Have I made my team comfortable enough to take adequate time off to recharge lately?”

Proactive Measure #4: Implement Regular Check-ins

Schedule frequent one-on-ones to remain proactive in addressing minor issues before they escalate. One-on-ones can be scheduled at the frequency that makes sense for you and your team – daily, weekly, bi-weekly, or monthly.  Consistently conduct performance reviews because timely feedback helps keep employees on track and motivated. See our previous blog post about how to develop an effective performance evaluation process.

Important question to ask: “How often do I check in with my team members individually?”

Proactive Measure #5: Address Issues Proactively

A typical train of thought CPR hears from business owners is, “If I don’t do anything/ignore the issue, then the problem will eventually go away.” This proves to be so far from the truth in most cases. Have difficult conversations early and don't let problems fester. Addressing concerns promptly and professionally will save you a great deal of time in the long run. Pay attention to warning signs from your team and be alert to changes in behavior, productivity, or morale. For example, if an employee has never been late and all sudden starts showing up late, check in with the employee.  There is typically a rational reason for the stark change in the employee’s regular behavior.

Important question to ask: “What difficult conversation/discussion am I avoiding having with an employee?”

Proactive Measure #6: Maintain Fair Compensation and Benefits

As a small business owner, it can be difficult to keep up with competitive pay standards. Read our previous blog post about how to create a simple compensation plan to ensure your compensation packages remain competitive and keep up with industry standards. Review and provide at least annual pay increases to reward great performance.  Strengthen your total compensation package as your business grows to include health benefits and incentive pay such as bonuses and commissions, or other perks that matter to your team.

Important question to ask: “When was the last time I provided a pay increase to my team?”

Conclusion

The best way to handle disciplinary issues is to be proactive in preventing them. You can create a work environment where employees feel valued, supported, and motivated to perform their best by focusing on these preventative measures,. This approach not only reduces the need for disciplinary action but also leads to higher job satisfaction, increased productivity, and lower turnover rates, building a more successful business for the long-term.

Remember, building a positive workplace culture is an ongoing process. Stay committed to these foundations and you'll find that disciplinary issues become the exception rather than the rule in your small business.

Disclaimer: The information provided on this website does not, and is not intended to, constitute legal advice; instead, all information, content, and materials available on this site are for general informational purposes only. Information on this website may not constitute the most up-to-date legal or other information.