{"id":22108,"date":"2025-07-22T19:34:53","date_gmt":"2025-07-22T19:34:53","guid":{"rendered":"https:\/\/certifeka-edu.com\/programs\/personal-development-leadership-professional-certificate\/lessons\/lesson-2-leadership-skill-situational-awareness\/"},"modified":"2025-08-02T18:35:33","modified_gmt":"2025-08-02T18:35:33","slug":"lesson-2-leadership-skill-discipline-disciplinary-actions","status":"publish","type":"lesson","link":"https:\/\/certifeka-edu.com\/ar\/programs\/personal-development-leadership-professional-certificate\/lessons\/lesson-2-leadership-skill-discipline-disciplinary-actions\/","title":{"rendered":"Lesson 2: Leadership Skill- Discipline -Disciplinary actions"},"content":{"rendered":"
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Lesson 2: Being a leader\n<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Disciplinary actions\n\n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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If you have done all of the above completely and you have everything documented and it doesn’t work, there’s no doubt it’s a tricky situation if a team member is underperforming and it can be a difficult topic to discuss without causing the team member feeling offended, yet it’s a necessary evil that needs to be done, especially if a lack of productivity is starting to affect other team members.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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It’s important to find the balance between giving an employee a push in the right direction and supporting their growth and happiness in the workplace.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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This type is made even trickier when the team member does not recognise the issue themselves.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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In this situation, the best approach is to implement a type of disciplinary action that would encourage the team member who is struggling to succeed.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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So, let’s take a look at when an employee performance improvement should be implemented, and what it should look like.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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1- Performance Improvement Plan (PIP)\n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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This is a clear sign that the organisation wants to help the team members improve and are giving them the exact ways to improve by spending time to create the PIP,<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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or sometimes called performance review, is a formal document that outlines any existing performance issues, while also outlining goals to address the productivity issues.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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You can compare a PIP to your old school report cards.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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If you remember these outlined your performance, successes, challenges, and the goals you should be aiming for.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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This layout is exactly how you can expect a PIP to look The criteria for the ‘success’ of a performance improvement plan can be anything from completing extra training to more regular check-ins with the leader,<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Depending on the situation and goals of the company and employee.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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The PIP must have:<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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  • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/path><\/svg>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tA document that is shared and signed by the employee once the meeting is done<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t
  • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/path><\/svg>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tA clear description of the issue\/issues<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t
  • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/path><\/svg>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tHave tangible targets that can be measured and achieved<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t
  • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/path><\/svg>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tA timeline for how long it's effective for<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t
  • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/path><\/svg>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tA detailed schedule of the check-ins that will be done with the leader<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t
  • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/path><\/svg>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tA disclaimer at the bottom entailing the next course of action if the expectations are not met<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t<\/ul>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    2- Verbal Warning\n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    Unlike the PIP, the verbal warning is created to highlight the issue but it shouldn’t necessarily contain the improvement expectation,<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    At this point, the team member is on their own to figure out how to improve,<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    But once the issue is transformed into a verbal warning it could either be an issue that is repetitive or discussions have happened previously on it.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    or a major issue that the management decided that its weight should be addressed in a form of a verbal warning.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    A verbal warning is a disciplinary measure where an organisation speaks to an employee about an issue involving their behavior, conduct, or job performance.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    It is usually the very first step of more severe disciplinary process.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    While it may be the first step, it can still carry serious weight in the team member’s record (even when compared to a more formal written warning).<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    Usually, if things don’t improve, it can foreshadow measures like suspension or firing, too.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    The duration of the verbal warning depends on the employer and their policy.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    Typically, a verbal warning will be in effect for a period ranging from 3 to 6 months, though the verbal warning letter may permanently stay on their employee record.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    Although we must highlight that there are two types of verbal warnings, formal & informal verbal warning.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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    Informal <\/div><\/span>\n\t\t\t\t\t\t\t\n\t\t\t<\/path><\/svg><\/span>\n\t\t\t<\/path><\/svg><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t
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    An informal verbal warning is typically issued in a more casual one-to-one meeting.
    During this meeting, the leader and employee talk about the situation and what the employee needs to improve on.
    During this meeting, the leader and employee talk about the situation and what the employee needs to improve on.
    These tend to be quick conversations that address a minor issue and are considered off the record.
    For example, if a manager noticed a team member, who’s usually very punctual, was half an hour late for work twice in one week,
    They might ask the employee to join them for a coffee and bring the subject up in a more relaxed way.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t
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    Formal <\/div><\/span>\n\t\t\t\t\t\t\t\n\t\t\t<\/path><\/svg><\/span>\n\t\t\t<\/path><\/svg><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t
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    A formal verbal warning, on the other hand, is issued during an arranged disciplinary session between the leader or HR professional,<\/span>
    the team member, and any other involved parties.<\/span>
    During this session, the leader or HR professional involved will present the evidence of the issue to the team member, discuss the issue, and as a result, deliver a verbal warning to the employee.<\/span>
    A big misconception that the verbal warning is just a verbal session with no documentation,<\/span>
    indeed it’s called a verbal warning but it has to be documented and attached to the team member’s records for future reference<\/span><\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    A verbal warning must have:<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/path><\/svg>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tA document that is shared and signed by the employee once the meeting is done<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t
    • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/path><\/svg>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tA clear description of the issue\/issues<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t
    • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/path><\/svg>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tA timeline for how long it's effective for<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t
    • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/path><\/svg>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tA disclaimer at the bottom entailing the next course of action if the expectations are not met<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t<\/ul>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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      3- Written Warnings<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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      Now moving to a serious stage of disciplinary actions that can cause even more severe consequences and is a very close step to the termination.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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      A written warning is used, by an organisation\/leader and in the form of a document, to warn an employee of their actions in the workplace, general conduct, and the potential consequences if the employee does not remedy their behavior.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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      It’s a very formal and serious warning that the employer can give the employee at the end of the disciplinary procedure,<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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      Awritten warning is considered more of a confirmation of a meeting done to address the issue formally.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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      formally after the verbal warning (In the case of repetitive incidents with no improvement shown.)<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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      or in real big issues that have a weight that outstands the tolerance level of an employer (A team member caused the organisation a big loss intentionally or something morally unacceptable.)<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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      A written warning letter is not only an important part of the disciplinary process, but it is also important as a way to clearly outline what has happened, what needs to change and what will happen if things do not change.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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      It may seem like a formality, but it is anything but that, especially in the case of a first written warning, it can serve as an incredibly clear signal to a team member that the organisation has a well-founded and understood disciplinary process that has real steps and potentially very real consequences.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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      Like a verbal warning, there are also two types of written warnings. There’s the first written warning and the final written warning.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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      As you might expect, a first written warning is the first formal, written step toward dismissal.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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      It should only be issued once you have confirmed that misconduct or poor performance is taking\/has taken place.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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      If the team member repeats or commits another misconduct or doesn’t improve performance within a set time frame<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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      The employer can then give a final written warning which must explicitly warn the employee that they might be dismissed if they don’t meet the requirements of the final written warning.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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      The duration of the written warnings should be less than the verbal warnings depending on the case but in most cases, it’s 30 days, 45 days, or 60 days.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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      Just like the verbal warning, a written warning must have:<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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        \n\t\t\t\t\t\t\t
      • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/path><\/svg>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tA document that is shared and signed by the employee once the meeting is done<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t
      • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/path><\/svg>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tA clear description of the issue\/issues<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t
      • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/path><\/svg>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tA timeline for how long it's effective for<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t
      • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/path><\/svg>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tA disclaimer at the bottom entailing the next course of action if the expectations are not met<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t<\/ul>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
        \n\t\t\t\t
        \n\t\t\t\t\t

        4. Dismissal\/Termination\n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
        \n\t\t\t\t
        \n\t\t\t\t\t\t\t\t\t
        This would be the last resort for fixing a situation with a team member. Once you’ve exerted all of your efforts to fix performance or address misconduct and no improvements have been observed, you need to take the tough decision of dismissing or terminating the employee for the benefit of the organisation and other team members as well.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
        \n\t\t\t\t
        \n\t\t\t\t\t\t\t\t\t
        In more formal words, a dismissal is when you end an employer’s contract, with or without notice it can also occur when a team member’s fixed-term contract expires and you choose not to renew it.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
        \n\t\t\t\t
        \n\t\t\t\t\t\t\t\t\t
        As mentioned, dismissal should be your last resort.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
        \n\t\t\t\t
        \n\t\t\t\t\t\t\t\t\t
        You hired this person at one time based on their skills, experience, or both. So getting rid of them shouldn’t be something you want to do, it should be something you have to do and there must now be a clear reason for pushing them out the door.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
        \n\t\t\t\t
        \n\t\t\t\t\t\t\t\t\t
        There are 5 broad reasons for a fair dismissal:<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
        \n\t\t\t\t
        \n\t\t\t\t\t\t\t
        \n\t\t\t\t\t\t
        \n\t\t\t\t\n\t\t\t\t\t
        Poor conduct <\/div><\/span>\n\t\t\t\t\t\t\t\n\t\t\t<\/path><\/svg><\/span>\n\t\t\t<\/path><\/svg><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t
        \n\t\t
        \n\t\t\t\t
        \n\t\t\t\t
        \n\t\t\t\t\t\t\t\t\t
        Poor conduct, such as lateness or intentional no-show.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t
        \n\t\t\t\t\n\t\t\t\t\t
        Lacking capability <\/div><\/span>\n\t\t\t\t\t\t\t\n\t\t\t<\/path><\/svg><\/span>\n\t\t\t<\/path><\/svg><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t
        \n\t\t
        \n\t\t\t\t
        \n\t\t\t\t
        \n\t\t\t\t\t\t\t\t\t

        Or the qualifications for the job that is only recognised during the probationary period. (This is something you should notice within the first 3 months of employment.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t
        \n\t\t\t\t\n\t\t\t\t\t
        Redundancy <\/div><\/span>\n\t\t\t\t\t\t\t\n\t\t\t<\/path><\/svg><\/span>\n\t\t\t<\/path><\/svg><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t
        \n\t\t
        \n\t\t\t\t
        \n\t\t\t\t
        \n\t\t\t\t\t\t\t\t\t
        3. Redundancy, for example, when downsizing a team due to financial issues.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t
        \n\t\t\t\t\n\t\t\t\t\t
        A statutory duty <\/div><\/span>\n\t\t\t\t\t\t\t\n\t\t\t<\/path><\/svg><\/span>\n\t\t\t<\/path><\/svg><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t
        \n\t\t
        \n\t\t\t\t
        \n\t\t\t\t
        \n\t\t\t\t\t\t\t\t\t

        4. A statutory duty or a restriction that forbids their employment from continuing.
        For example, if a courier has a driving ban.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t
        \n\t\t\t\t\n\t\t\t\t\t
        Some other substantial <\/div><\/span>\n\t\t\t\t\t\t\t\n\t\t\t<\/path><\/svg><\/span>\n\t\t\t<\/path><\/svg><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t
        \n\t\t
        \n\t\t\t\t
        \n\t\t\t\t
        \n\t\t\t\t\t\t\t\t\t
        5. Some other substantial reasons like stealing, sexual harassment, leaking the company’s confidential data or any other similar reason that would justify the dismissal.
        the team member, and any other involved parties.
        During this session, the leader or HR professional involved will present the evidence of the issue to the team member, discuss the issue, and as a result, deliver a verbal warning to the employee.
        A big misconception that the verbal warning is just a verbal session with no documentation,
        indeed it’s called a verbal warning but it has to be documented and attached to the team member’s records for future reference.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
        \n\t\t\t\t
        \n\t\t\t\t\t\t\t\t\t
        Even with the above reasons present, you need to do a bit more than that accusing the action to prove that you’ve acted in a fair and consistent manner before terminating someone.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
        \n\t\t\t\t
        \n\t\t\t\t\t\t\t\t\t
        Otherwise, you risk dismissing your team members unfairly which could lead to serious legal accusations towards your organisation and even risk your reputation as a leader.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
        \n\t\t\t\t
        \n\t\t\t\t\t\t\t\t\t
        In the ideal scenarios, the dismissal process should be a sequenced process of evolving disciplinary actions, in order, which should look something like:<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
        \n\t\t\t\t
        \n\t\t\t\t\t\t\t
          \n\t\t\t\t\t\t\t
        • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/path><\/svg>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tInformal chat and improvement note.<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t
        • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/path><\/svg>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tVerbal warning.<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t
        • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/path><\/svg>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tFirst written warning<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t
        • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/path><\/svg>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tSecond written warning.<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t
        • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/path><\/svg>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tFinal written warning.<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t
        • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/path><\/svg>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tDismissal, demotion, or transfer to another part of the business.<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t<\/ul>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
          \n\t\t\t\t
          \n\t\t\t\t\t\t\t\t\t
          But it doesn’t have to be this way in the cases of serious issues that cannot be tolerated.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
          \n\t\t\t\t
          \n\t\t\t\t\t\t\t\t\t
          We advise following the regular sequence in addressing issues that the business can handle waiting for it to be fixed but if the issue is too big,<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
          \n\t\t\t\t
          \n\t\t\t\t\t\t\t\t\t
          you might need to jump into written warnings or immediate dismissals if needed depending on the case.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
          \n\t\t\t\t
          \n\t\t\t\t\t

          In conclusion,\n<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
          \n\t\t\t\t
          \n\t\t\t\t\t\t\t\t\t
          All of the above disciplinary actions might be very uncomfortable but they are a part of the leader’s responsibility to identify and in many cases conduct the meeting itself, although it could be difficult to do so you will evolve into a much better leader by putting yourself in similar uncomfortable situations.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
          \n\t\t\t\t
          \n\t\t\t\t\t\t\t\t\t
          You are exposed to meeting all different types of team members, some of them are good and some of them aren’t as great.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
          \n\t\t\t\t
          \n\t\t\t\t\t\t\t\t\t
          Handling the good ones is easy but handling the tough ones is where the learning is, especially if you succeed in turning them from an under performer to a top performer.<\/h5>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>","protected":false},"comment_status":"open","ping_status":"closed","template":"","class_list":["post-22108","lesson","type-lesson","status-publish","hentry"],"yoast_head":"\nLesson 2: Leadership Skill- Discipline -Disciplinary actions - Certifeka-edu<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/certifeka-edu.com\/ar\/programs\/personal-development-leadership-professional-certificate\/lessons\/lesson-2-leadership-skill-discipline-disciplinary-actions\/\" \/>\n<meta property=\"og:locale\" content=\"ar_AR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Lesson 2: Leadership Skill- Discipline -Disciplinary actions - 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