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Disciplinary Interview - getting it right
Our best practice tips for managers chairing an effective disciplinary interview:
Agree the gap (performance/conduct)
- Reason for interview
- Process of meeting
Explore reason for gap
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Ask open questions
- Remain open minded
- Show listening and empathy skills, if appropriate
- Control interview – interrupt if necessary
- Summarise the employee’s responses, to show listening and ensure the employee has not missed anything out
- Check if employee has anything else to add
- Explain next steps including time scale for decision
VERY IMPORTANT: Adjourn and consult. A time gap must be demonstrated between the 1st and 2nd part of the interview to show that due consideration has been taken to the evidence heard. This applies even if ‘an open and shut case’ where the employee admits the misdemeanour and there are no mitigating circumstances.
- Always seek appropriate advice from your senior manager, human resources department or your organisation's legal team
Eliminate the Gap
- Communicate the decision verbally and in writing (warning/dismissal, other action e.g. re-training or no action)
- Confirm any review periods/dates for the future
- If a warning to be issued communicate:
- Level of warning and duration on file
- Consequence of not rectifying the behaviour
- The appeal procedure (what it is and how long have they got to submit the appeal)
PLEASE NOTE: The above article is an edited extract from our 1 day Disciplinary Skills course material. These notes should be checked and verified by your organisation’s legal team and/or Human Resources team prior to re-circulation to ensure they comply with your disciplinary procedure. While every care has been taken in compilation, ABC Training Solutions Ltd cannot be held responsible for any errors or omissions; the notes are not intended to be a substitute for specific legal advice. ABC Training Solutions Ltd cannot be held responsible for any effect caused by the use of this resource.
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