Discipline Without Punishment: The Proven Strategy That

Discipline Without Punishment: The Proven Strategy That

Discipline Without Punishment: The Proven Strategy That Turns Problem Employees into Superior Performers ➜ [KINDLE] ❆ Discipline Without Punishment: The Proven Strategy That Turns Problem Employees into Superior Performers By Dick Grote ➦ – Larringtonlifecoaching.co.uk More than years ago, Dick Grote developed a powerful, nonpunitive discipline system that turned a troubled Frito Lay plant from a hotbed of employee sabotage and toxic relations into a productive, re More thanyears ago, Dick Grote developed a Punishment: The Kindle Õ powerful, nonpunitive discipline system that turned a troubled Frito Lay plant from a hotbed of employee sabotage and toxic relations into Discipline Without PDF/EPUB ² a productive, respectful environment one where employees took personal responsibility for their behavior, and managers helped problem employees become productive players Grote s method spread to other companies, and Without Punishment: The PDF/EPUB ê gained national recognition with therelease of the first edition of Discipline Without Punishment The book has become a management classic, helping thousands of companies and managers move to a responsibility based approach for handling unacceptable performance, problem behaviors, and excessive absenteeism But, despite the effectiveness of the DWP method, many supervisors and workplaces continue to cling to their long established system of verbal warnings, written reprimands, suspensions without pay, and probationary periods all fear based approaches that instill lots of resentment, with little or no payback in improved performance This new edition of the bestselling Discipline Without Punishment has been updated to help a new generation of managers and HR professionals adopt a positive, proven method for getting problem employees back on track Packed with real life examples, sample dialogues, helpful worksheets, and a no nonsense sensibility that busy readers will sorely appreciate, the book remains an eye opening, forward looking, practical guide to making your disciplinary system equitable and effective Dick Grote is Chairman and CEO of Grote Consulting Corp in Dallas, Texas He is the developer of the GROTEAPPROACH SM Web based performance management system, and the author of The Complete Guide to Performance Appraisal, The Performance Appraisal Question and Answer Book, and Forced Ranking Making Performance Management Work His articles and essays have appeared in the Harvard Business Review, The Wall Street Journal, Across the Board, and many other publications.


10 thoughts on “Discipline Without Punishment: The Proven Strategy That Turns Problem Employees into Superior Performers

  1. Ben Ben says:

    The author astounds us with the brilliance of common sense I don t mean that sarcastically The suggestions made should be perfectly obvious, but, unfortunately are not followed by many organizations The basic thrust of the Discipline without Punishment system is to treat people with dignity, to provide regular, accurate and timely feedback, to recognize good performance when warranted, and to use discipline as a means to improve performance and salvage employees, rather than as a means of The author astounds us with the brilliance of common sense I don t mean that sarcastically The suggestions made should be perfectly obvious, but, unfortunately are not followed by many organizations The basic thrust of the Discipline without Punishment system is to treat people with dignity, to provide regular, accurate and timely feedback, to recognize good performance when warranted, and to use discipline as a means to improve performance and salvage employees, rather than as a means of going through hoops to justify a termination.Some of the most insightful points raised it is IMPORTANT and DESIRABLE to discriminate based on performance Doing so keeps away drives away the bums, and attracts keeps the best employees all employee problems fall into 1 of 3 DISTINCT categories attendance, performance or conduct Doing this makes it easier to determine the appopriate disciplinary response performance problems are always due to a lack of knowledge OR a lack of execution If the former, provide training, if the latter, engage in performance improvement discussions the purpose of any performance improvement discussion is to get the employee s commitment to change If the problem continues, you now have two problems the original infraction and failure to live up to the previous promise to change The author encourages organizations to adopt the Discipline Without Punishment system, an endeavor that the author presents as a major overhaul Of course, he is going to say that, since his consulting firm can help implement the changes for a hefty fee I am sure I look at it another way I think that many of the ideas raised in this book can be incorporated into a company s existing discipline system The emphasis has to shift, however, from punitive measures, from treating employees like children, from jumping through hoops to justify a termination, to an honest, dignified, mature, collaborative effort to helping the employee take responsibility for her own improvements so she can become a fully productive member of the organizational family again


  2. Courtney Courtney says:

    I like the idea behind this approach, and will be looking into implementing it at my workplace I appreciated the examples and detail, though part of me is still wondering if it would be effective in my current industry, especially with the age range I tend to work with The occasional anti union statements were a bit jarring, but honestly not surprising.


  3. Kathy Kathy says:

    I am surprised thatpeople in management have not read this book and thatcompanies do not use this system Working in a carpet mill showed me that the system of getting rid of the problem employees does not work, it seems to take forever to fire someone who is just doing the job they have been hired to do This costs the company money So why do they keep these people on Companies need to read and start following this book It would save companies sometimes hundreds of thousands of d I am surprised thatpeople in management have not read this book and thatcompanies do not use this system Working in a carpet mill showed me that the system of getting rid of the problem employees does not work, it seems to take forever to fire someone who is just doing the job they have been hired to do This costs the company money So why do they keep these people on Companies need to read and start following this book It would save companies sometimes hundreds of thousands of dollars in the long term training, and lose of product, also not only floor workers, but those that are hired for management positions also I think anyone that is going into the management field should be required to keep a copy of this book on their desks and be able to know, from reading and reading it, to be able to use this valuable information in everyday work They should also know how to hire the right people for the right job to begin with, but that is yet another book


  4. Kit Kit says:

    I had to read this for work The ideas are good, the book is kind of dry, but apart from a strong anti union bias out of nowhere in a couple of places, it s OK.


  5. Vanessa Vanessa says:

    I have used some of the techniques and found this book helpful as a new manager.


  6. Jean Jean says:

    Working my way through this one


  7. John Matthews John Matthews says:

    Revolutionary management techniques that feel like common sense once you are exposed to them Hardly any fluff to it Good solid advice every manager should read.


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