INTRODUCTION FOR DISCIPLINARY AND COUNSELLING SKILLS IN THE WORKPLACE 

Employee discipline in the workplace is important because it gives the employee the opportunity to learn and grow through feedback, when they might not have realized they did something wrong. A discipline policy also can protect you as an employer if you ever find yourself in a legal situation with a former employee.

Workplace counselling has clear benefits for both employees and employers. Research has proven that there’s a strong link between an employee’s psychological well-being and their productivity at work.

COURSE OBJECTIVE

At the end of this program, participants will be able to :-

• Understand workplace misconduct and its consequences
• Identify signs of misconduct
• Investigate thoroughly, document evidence accordingly and implement disciplinary action
• Learn and apply the job-related aspect of discipline.
• Differentiate between major and minor misconduct.
• Comprehend Progressive Disciplinary Process
• Learn about counselling process

WHO SHOULD ATTEND

• People managers with operational HR responsibilities.

NUMBER OF PARTICIPANTS

• Maximum 20 pax

DURATION

• 2 Days

METHODOLOGY

• Lecture 30 %
• Case studies
• Interactive Question and Answers
• Group Discussions

COURSE CONTENT

Module 1 – Understanding Workplace Discipline and Misconduct

• What is discipline
• Purpose and role of disciplinary procedures
• The sorts of behaviour that warrant disciplinary action
• Steps in the disciplinary process
• What is employee misconduct
• Identifying Signs of Misconduct
• Types of misconduct- Major and minor
• Reporting misconduct in the workplace
• Dealing with minor vs. major misconduct in the workplace
• Prevent misconduct from happening in the first place

Module 2 – Addressing Workplace Misconduct

• Get an effective disciplinary policy in place.
• Outline a process for reporting employee misconduct.
• Investigate any and all claims of employee misconduct.
• Gather information and document everything related to the incident.
• React swiftly but carefully to worker misconduct
• Communicate the company policy on employee misconduct.
• Train employees from day one on misconduct and disciplinary policies.
• Maintain consistency.
• Continue to review employee misconduct policies
• What progressive disciplinary entails.

Module 3 –  Managing  Absenteeism

• Definition of absenteeism
• Types of absenteeism
• Examples of each type of absenteeism
• The causes of absenteeism
• The impacts of absenteeism
• How to manage absenteeism

Module 4 – Managing Performance

• Recognising Performance Problems
• What is the difference between misconduct and underperformance?
• Managing poor performance at work: A checklist for managing underperformance
• Provide a formal opportunity to improve
• Performance improvement conversation
• Tips for handling difficult conversations
• How to conduct a session on improving performance – step by step
• Tips for handling negative responses
• Performance improvement plan (PIP) – the role of superior and employee
• Follow up in PIP
• Processes before dismissing an employee for poor performance

Module 5 – Workplace Counselling

• Definitions of Counselling
• When to Counsel
• The Benefits of Counselling
• The Use of Counselling and Discipline to Improve Employee Productivity
• Counselling vs. Discipline
• Ten Guidelines for Conducting a Successful Counselling Session
• Role of the Supervisor
• Type of leadership qualities needed to conduct effective counselling
• Consequences of Failing to Take Action
• The Skilled Helper Model
• The counselling process
  • Before the session
  • During the session
  • After the Session
• Ten Guidelines for Conducting a Successful Coaching Session

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