Hi Everyone,
Seeking some advice.
We currently have a small group of 3 individuals residing in the same team. All have recently been disciplined for various reasons.
It has now been brought to a senior managers attention via an email from another employee that the 3 individuals have been openly discussing the process, panel members & level of warnings received.
The employee has explained in the email that the behaviour of the 3 individuals has affected her, making her feel uncomfortable while affecting moral & productivity within the team.
The discussions taken place, can this be a breach of confidentiality & viewed also as a breakdown of trust & confidence.?, therefore proceeding with an investigation that may result in formal action.
Or should I act as a voice of reason, & advise the manager to manage the situation informally in the hope of early resolution & maintain relationships
Thanking you in advance
My bigger concern here would be why these employees have such a relaxed attitude to being taken through disciplinary procedures that they are so comfortable comparing notes in an open forum.
Perhaps all three have a persistent attitude problem that they don't respect or take these procedures seriously?
Does the organisation have a reputation for not following through with disciplinary sanctions and staff have got blase about them?
Either way they don't seem particularly fearful of being discipline and that would worry me!
My bigger concern here would be why these employees have such a relaxed attitude to being taken through disciplinary procedures that they are so comfortable comparing notes in an open forum.
Perhaps all three have a persistent attitude problem that they don't respect or take these procedures seriously?
Does the organisation have a reputation for not following through with disciplinary sanctions and staff have got blase about them?
Either way they don't seem particularly fearful of being discipline and that would worry me!
This may well happen when the shop floor staff have absolutely no respect for their managers, employers or the disciplinary procedures in force. And that is an issue which the company needs to take on board an action.
You can't flog people into enthusiasm and 'engagement'. As a manager of the company one of the first questions I'd ask myself/ourselves is what are we doing wrong?
