At a conference, I was asked to explain how supervisors can use different acronyms to remember critical performance elements during disciplinary conferences. First, I would recommend you write down the critical issues to be discussed. Most problems are not as easily resolved as they may seem. You have to drill down into the issue to find the root causes. Then you can start to make changes. Develop your plan. Remember, during performance and disciplinary conferences you are holding people accountable for their actions; its not personal. Stay professional, and remember during the conversation the other person will be looking to shine the best light on their actions, or in actions. Stay on course and set performance standards for the future. Here are a few acronyms for you to use if you need them:
ACORN:
Accept conflict as inevitable
Accept conflict as inevitable
Conflict has negative and positive impacts
Responsibility and accountability crucial
Neutral actions by staying professional.
COPS:
Connect to the true cause of the problem.
Offer people an opportunity for explanation
Provide resolution and responsibility
Set standards and hold people accountable.
KRIPTON:
Know what happened
Responsibility for the problem
Information gathering is important
Prepare for the meeting
Target individual accountability and resolution
Ongoing evaluation
Now move on
WIG-SAPS
What is the true extent of the problem?
Identify all parties responsible
Gather information
Striate talk – we have a problem
Accountability for actions
Prepare to handle the responses professionally
Set standards for the future behavior
Regardless of the anacronym the diciplinary meeting can be an opportunity to turn an otherwise problem employee to a productive one. This is a good time for the employee to get an understanding of what they had done wrong and the path to improved performance. It should be a challange to the supervisor and perhaps a barometer as to the supervisor's effectiveness on their own evaluation.
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