The success of the company’s work depends on the discipline of the team, but most employers take a conservative approach to this problem, setting penalties and forcing violators to write explanatory notes. The system of sanctions is often formed from the wall, and often the director himself does not follow it, and it is also unlikely that such a team lacks a system of values, which can lead to non-salary behavior.

Motivation & Discipline

Firstly, let us define the difference between motivation and discipline.

Motivation – gives people energy, contributes to the initiative, the desire to improve the existing processes to obtain better results. It breeds loyalty to the company and the ability to make independent decisions.

The discipline –  forms the correct behavioral patterns, teaches to act in compliance with the company regulations and norms. It manifests itself in a strong commitment to the work tasks, strict compliance with the prescribed procedures and rules.

“Motivation encourages to adhere to the discipline, a significant contribution to the development of the employer’s brand. And discipline is the main foundation of a successful business. It does not have to manifest itself aggressively. This is a clear, well-organized and systematic work, which is to form in employees a conscious self-organization and responsibility”

The discipline includes appearance, business etiquette, communication and behavioral scripts with customers, rules of conduct with the goods and documents, etc.

Discipline: form gradually

“Discipline should be gradual, in small steps. This period is usually called adaptation: the employee learns to work according to the rules of the employer. If this period is passed, the newcomer joins the team, if not, he is fired due to failure to pass the probationary period. That is why it is much easier to build discipline among new workers than to establish it in the old team, which is not used to discipline at all. In this case, sometimes make a “re-certification” to comply with the new rules. But before that, be sure to explain why you are implementing a discipline system, how it affects the company and the employees themselves. For example, how systematic absenteeism reduces the company’s revenues, and if they continue, the company will have to close in a year due to losses, “- said the expert.

Discipline – is a necessary basis, but not a guarantee of effective work. Of course, a motivated worker will work better than a disciplined but not motivated one. An employee with motivation will act as long as possible and will show initiative, which is not typical of a disciplined employee, who without motivation resembles a machine robot.

By forming a minimum discipline and increasing this basis with the right motivation, you will be able to form a person’s tendency to self-discipline – he will constantly develop himself and his professional skills.

Rules of adaptation

When forming a system of discipline, the leader must follow certain rules.

Start with yourself. You should follow the rules that you put forward to subordinates. If you are regularly late for work, it will be very difficult to require employees to arrive on time. Everyone will see that the system is unfair: there are elected officials here.

Do not oppress human dignity. Many managers use original methods, not believing that it affects the dignity of the employee. For example, employees are forced to draw “friendly” cartoons on themselves or their colleagues for being late, to sing corporate anthems in the morning, to do morning exercises for those who are overweight.

Usually, people have a very negative perception of such “originality” and can harbor hatred for the leadership, even if they used to be sympathetic to it.

Do not violate labor law. Some managers believe that they have the right to impose any fines and penalties. However, a dissatisfied employee can file a complaint to the State Labor Office, which will rush to the company with an inspection. For example, you prescribe in the rules that for a 15-minute delay, the worker must work half an hour after work. However, by law, this is a compulsion to get paid, and you can be sued.

Therefore, it is better to write down the unworked time in the worksheet. So a worker who is constantly late will try to arrive on time, otherwise, he will lose money.

Spontaneous fines should not be imposed for unhealthy lifestyles (such as smoking) or other acts not related to official duties.

In general, all penalty systems are prescribed in a special collective agreement on collection and bonuses, and the employee must read them and sign the agreement. The decision on the fine should be made by a special commission that should investigate the incident.

Management control. Disciplinary rules will not work if the manager does not monitor their implementation. Of course, he himself must fulfill them. This is the only way to form effective rules of conduct at the enterprise.

Do not entertain illusions: no team can control itself, so you should check how well subordinates adhere to the employment agreement they signed.

Mutual trust. Of course, people do not work, and everyone has their own needs and urgent matters, which are difficult to manage within the framework of collective agreements. There are such factors as stress, burnout at work, family problems, and so on. If a manager wants to be treated with respect, he or she can sometimes deviate from the rules, such as letting an employee go to a parent meeting or to the clinic so that he or she can go to school with the child. However, the employer must state that it expects reciprocity. If you urgently need to submit a report by Monday, the worker will know: he can be asked to do so and he must leave without any instructions from management.

“An employee needs to find a mutual interest with the manager and the employer, only mutual trust will stimulate employees to grow upwards. However, the employee must understand that if he violates discipline, he may lose the trust of both managers and staff, ”says the career counselor.

According to the expert, in the sense of sanctions, not only fines work, but also other ways that do not hit human self-esteem so much:

  • In some companies, employees are given corporate discounts on goods sold by the employer, these discounts reach 50%. The employee appreciates this, but may lose such a bonus in case of violation of labor discipline;
  • you can deprive a subordinate gym membership of work, your parking space, pick up a corporate car, an extra day off, or an extra day off;
  • the bonus is not an obligation, it is an additional incentive from the employer that he can give or not.
    “So, first the violator is deprived of a bonus, then – a bonus, and the next step is reprimand or dismissal. If you work according to the KPI system, the level of efficiency depends on your action, which directly affects the overall efficiency ratio and can both increase and decrease wages”



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