{"id":47231,"date":"2025-11-19T14:04:00","date_gmt":"2025-11-19T14:04:00","guid":{"rendered":"https:\/\/certifeka-edu.com\/programs\/personal-development-leadership-professional-certificate-2\/lessons\/lesson-2-leadership-skill-discipline-disciplinary-actions-5\/"},"modified":"2025-11-19T14:04:00","modified_gmt":"2025-11-19T14:04:00","slug":"lesson-2-leadership-skill-discipline-disciplinary-actions-5","status":"publish","type":"lesson","link":"https:\/\/certifeka-edu.com\/ar\/programs\/personal-development-leadership-module\/lessons\/lesson-2-leadership-skill-discipline-disciplinary-actions-5\/","title":{"rendered":"Lesson 2: Leadership Skill- Discipline -Disciplinary actions"},"content":{"rendered":"

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Lesson 2: Being a leader
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Disciplinary actions
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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>\n
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>\n
This type is made even trickier when the team member does not recognise the issue themselves.<\/h5>\n
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>\n
So, let’s take a look at when an employee performance improvement should be implemented, and what it should look like.<\/h5>\n

1- Performance Improvement Plan (PIP)
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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>\n
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>\n
You can compare a PIP to your old school report cards.<\/h5>\n
If you remember these outlined your performance, successes, challenges, and the goals you should be aiming for.<\/h5>\n
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>\n
Depending on the situation and goals of the company and employee.<\/h5>\n
The PIP must have:<\/h5>\n