When it comes to disciplining your employees, a corrective action plan is your ace-in-the-hole when it comes to getting them back on track and succeeding at their job. There are two main types that every business owner and HR person needs to thoroughly understand and consider implementing as a part of their company’s disciplinary policy, which helps set the right expectations for employees.
Progressive Discipline Action Plan
The Progressive Discipline Action Plan is very flexible and consists of different types of documentation depending on the severity of the employee incident, including incident documentation, verbal warnings, and written warnings. Companies usually set a pre-determined workflow for the progression of documentation. For example, a company could require two incidents documented before moving onto a verbal warning or written warning. If the issue is severe enough, a written warning could be issued without requiring an incident or verbal warning.
Some examples where Progressive Discipline is a good fit:
- Manufacturing or warehouse with lots of associates and clear shift quotas
- Retail with hourly or part-time workers, whether it’s one or multiple locations
- An employee has behavioral issues that broke company policy
- An employee has performance issues that do not meet the agreed upon expectations
Performance Improvement Plan
A Performance Improvement Plan (PIP) is similar to the written warning in a Progressive Discipline Plan and is usually reserved for situations where a manager is trying to discipline a highly valuable employee. The biggest difference between the two is that Performance Improvement Plans have mandated follow-up meetings and check-ins to hold the manager and employee accountable for improvement.
Some examples where the Performance Improvement Plan is a good fit:
- White-collar businesses with mostly salaried employees
- Roles requiring high investment, intensive training, or a unique skillset
- Any job whose goals and milestones require an extended period of time to see results
Which Corrective Action Plan is Best for Your Business?
It all comes down to the dynamics of your business, but fortunately, you can use both. The Progressive Discipline Plan can lead into a Performance Improvement Plan. Whether you decide to use one or both, the goal here is to make sure your managers and employees know exactly what to expect and do when discipline is required.
How does Bambee Corrective Action Platform help?
Since the responsibility of documentation usually falls on the manager, it’s difficult for business owners and HR teams to understand exactly what’s happening with the frontline staff. To add onto those issues, managers may not document incidents or discipline the employee in a way that helps HR resolve employee issues.
Bambee helps business owners and HR teams get valuable employee discipline insight, while also making the process so simple that managers can create legally compliant documentation without any additional training.
Head over to www.bambee.com to give us a try and see how we can help streamline whichever corrective action plan you decide on.
-The Bambee Team