From Discipline to Development: Addressing Issues and Focusing on Growth

Written by: Stephanie Burford, PHR, M.S., HR Manager at Advisor HR

Holding employees accountable is one of the many roles a leader plays. It is not easy and can often require uncomfortable conversations. When it comes to disciplinary action, it can often have a negative connotation. What if we reframed the conversation and looked at discipline as an opportunity to improve rather than focusing on the past?

There is a common misconception that punishment and disciplinary action are the same thing. While punishment focuses on the future, disciplinary action focuses on the past. Punishment is more of a reactive, short-term, and emotionally driven response that instills fear, whereas disciplinary action focuses on long-term, future-focused corrective actions, instilling motivation and learning opportunities.

Researcher Brene Brown states, “Clear is kind. Unclear is unkind.” When leaders soften feedback to avoid discomfort or fail to communicate requirements clearly, they aren’t protecting employees; they’re holding them back from growth and potential. Employees need to hear and see the hard truth, but in a way that is intentional, aimed at career growth, and in writing.

Documenting disciplinary action makes the employee aware of the violation, the impact, and the requirements moving forward. By approaching the conversation to focus on long-term results in a positive way while being intentional versus wrong-doing, past results can reframe the conversation and energy to be positive, even during a hard conversation. 

Advisor HR supports clients in holding employees accountable when necessary. We provide a Notice of Disciplinary Action (NODA) template and can prepare one on your behalf. If you have an employee who requires a NODA, we are here to help, just three rings away!