Improving behaviour with encouragement
Featured in the Valuing Diversity at Work training manual
By Ken Birkett & Val Rowland
Category: Diversity
Credit price: 4 download credits (Single user)
When any aspect of employee behaviour is unacceptable an informal discipline interview can be conducted. Managing diversity means that organisations are providing an environment where all decisions about employees are based on mutual respect. In such organisations people are expected to be treated with dignity by all. When a situation is out of line, then the discipline policies come into action to resolve the problem. Many such situations are the result of misunderstanding or lack of knowledge, so how the discipline process is handled is important. This training activity concentrates on the informal disciplinary process as this is the most common method of improving performance in terms of behaviour and social relations. It is the structured equivalent of having a quiet word with someone. Job competence problems are not considered, nor are serious offences when a formal interview is necessary in line with discipline policy. Disciplinary interviews need to be conducted fairly and unemotionally. The main emphasis for any disciplinary interview is performance improvement not punishment. This is much more likely to be achieved if the organisation’s disciplinary procedure is followed and the manager conducting the interview has been trained. For many managers, conducting such an interview can be extremely stressful.
You begin this training activity by looking at the informal disciplinary interview itself, the stresses involved for the managers, the rules and regulations an organisation may have, and the skills and training needed for managers who have to conduct such interviews. The participants then investigate the skills of effective listening and assess their own listening skills. They next consider good listening methods and the value and importance of body language in the interview situation. The participants analyse their own usage of some forms of body language through a questionnaire designed for their personal and private use. You then ask the participants to look into the preparation needed for an informal disciplinary interview and the most effective way of handling the interview. You close the training activity with a review and summary of the key learning points.
Who is it for: This training resource is intended for use by trainers with participants to examine the skills required for conducting an informal disciplinary interview and the importance of effective listening and body language.
| Resource Type: | Activity |
| Min Group Size: | 4 |
| Max Group Size: | 12 |
| Typical Duration: | 01:35:00 |
| No of Pages: | 25 |
Resources: View standard resources for Fenman training activities
Purpose: This training resource is intended for use by trainers with managers, responsible for staff, that needs training in how to manage a discipline interview. This can be done in a programme concerned with an organisation’s discipline policy or as apart of a programme in its own right.
Download the training activity, Improving behaviour with encouragement as featured in the Fenman training manual; Valuing Diversity at Work