Career building

How to maintain discipline in the team?

23 Feb 2011 As the great commander Alexander Vasilyevich Suvorov once and for all defined, "discipline is the mother of victory." Therefore, in addition to questions about how to find, persuade, and motivate staff, you, as a manager, will surely face the need to maintain law and order within your area of ​​responsibility.
In recent years, we have been difficultly brought up within the framework of a system of democratic, and more often - pseudo-democratic ideas. Where the leader, of course, is a "democrat", and his main values ​​are "honesty and openness." It is these gems that can be found in manuals and serious textbooks on management. We obviously do not want to return to the "totalitarian past", but we must admit that not all questions of organizing the work of personnel are solved by democratic methods. Someone still needs to take responsibility and stop “being good”. And most likely, it will be you - an effective leader.

So where is the dividing line between democracy and authoritarianism? What distinguishes a leader from a “permissive”? Only discipline. And she does not tolerate compromises. Don't count on the internal discipline of your employees. If you do not take care of discipline, then even the most responsible people, brought up by parents, school and the army, will be in the minority. Roll up your sleeves and ...

The task of the leader is not only to create a workable team, but to make it cohesive and maintain discipline at a high level. How to keep discipline in the team?

Efficiency labor process ensured by strict order. But, while maintaining discipline in the team, you should not stoop to picky on colleagues. In order to establish open and friendly relations with people, the leader must be moderately democratic. Without this, it is difficult to get any noticeable result.

The boss should not only take work seriously, but also be able to joke, smile, tell an interesting story when in contact with subordinates. The best option would be to combine a kind and respectful attitude towards employees with the demands and adherence to them on the part of the manager.

How to keep discipline in the team

Leadership leaders must have sincerity, honesty, tact, composure, and a sense of camaraderie. He must be demanding of himself, as well as of others. You can only manage people successfully and maintain discipline at a high level if you take care of them.

The high authority of the leader and healthy relationships in the team can only be formed when the leader, without neglecting the little things, monitors the atmosphere within the team, as well as his own behavior.

An attentive and polite leader, he responds promptly to all requests and messages from employees in order to achieve maximum results in contacts with subordinates. An authoritative leader must be impeccable in his business and own example show how to perform a particular task in production. In demanding discipline from subordinates, he himself must be punctual and organized.

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Discipline of work - effective tool enterprise management. Workers and employers must understand that disciplinary action is required in the best interests of the employee, the business and other personnel. When talking about employee discipline use the opportunity to voice all their concerns and expectations. Disciplinary forms and methods should include motivational opportunities so that the employee tries to work better.

In order to strengthen discipline, several recommendations can be made:

- you can invite an employee to a separate chat room. You may need a secretary to record the minutes of a confidential meeting.

- in the event of an incident of undesirable behavior on the part of an employee, avoid generalizations, and clearly convey an explanation to the employee what the punishment will be, as well as reasons explaining why this is contrary to company policy. The focus should be on the offense, not the employee.

- Explain the consequences of the employee's undesirable behavior. If the employee's inappropriate behavior causes inconvenience to others, then information about the punishment must be brought to the employee's attention, or at least mentioned. For example: an employee is constantly late or does not come to work, it should be expressed and explained clearly, understandably and made to the consciousness of other employees that for the enterprise such employee behavior is an undesirable additional cost.

- it is important to provide the employee with an opportunity to explain the fault. Be patient and refrain from interrupting. When the employee has finished explaining, react accordingly. Then give the employee the reasons for his wrong actions. Make sure the employee is satisfied with your answer, even if not exactly what he wanted to hear.

- the employee must write a clear action plan to improve the situation, what he is going to do to improve the situation. Establish a deadline for the action plan and review it with the employee to ensure that the plan is viable and that the employee is serious about implementing it.

- to warn the employee about the consequences in the future if he continues to abusive and inappropriate behavior. Follow the punishment procedures as outlined in the business policy or labor code... The next step for the employee is a written warning or termination of work in the enterprise, the employee must know this.

- ask the employee what you can do for him to improve his behavior, what should be done for this. The employee must feel valuable to the company, even without being disciplined.

- write down the version of the conversation with the employee in the minutes. Make sure the entire conversation is recorded correctly, accurately, and documented. Ask if everything is accurately recorded in the conversation. Offer the employee the opportunity to add information to the document and sign.

- end the meeting with the employee on a positive note. Express your point of view of what the employee can do better job... Say that you feel the employee has a positive trait, use kind words to motivate the employee. Any form of disciplinary action is used to motivate the employee. If an employee does not feel support from management, then a sense of disciplinary responsibility leaves him. He becomes frustrated and resentful, and negative behavior does not improve.

3.1. The concept and meaning of labor discipline

Labor discipline is a set of moral norms and legal rules established for personnel in the course of the production activities of an enterprise and an organization, in order to properly comply with the set goals. Such rules include: internal labor rules, regulations and discipline statutes.

It is necessary to distinguish between objective and subjective aspects of the concept of labor discipline. Objective aspects of labor discipline are expressed in the internal labor regulations established in organizations, securing the labor obligations of employees and the employer, and the modes of their execution. Subjective aspects of the concept of labor discipline represent the conscientious fulfillment by employees and the employer of the obligations established by local regulations.

Labor discipline is a means and function of ensuring the most effective achievement of political, social, economic, technical and other goals of the production process. Labor discipline is an integral part of economic and legal relations in an organization.

The importance of labor discipline is determined by the need:

1) maintaining law and order in labor collectives;

2) fostering self-discipline among workers, a natural need for conscientious creative performance of work duties;

3) the creation of such conditions at the enterprise labor activity in which the requirements of labor discipline would be put above their own interests;

4) mobilization labor collective to fight against the emergence of mismanagement, bureaucracy and disregard for the interests of society and the state;

5) creation in the labor collective and in the relationship between the employer and the employee of a normal moral and psychological climate based on respect for human labor, its honor and dignity.

Labor discipline and labor discipline are used synonymously. Labor discipline is impossible without a number of factors. These factors are:

a) working conditions;

b) the level of organization of the production process;

c) material and technical support of employees of the labor collective;

d) the amount of remuneration;

e) timeliness of remuneration, etc.

The head of the organization must create the conditions and take the necessary measures necessary for the employees to fulfill labor discipline.

The labor schedule in the organization is determined by the internal labor regulations. The internal work schedule is the order of the relationship of employees with each other, as well as with the management of the enterprise and organization.

Internal labor regulations are approved by the employer, taking into account the opinion of the representative body of employees and, as a rule, an annex to the collective agreement 6.

In addition to the internal labor regulations, the employer must have such documents regulating labor discipline as the staffing table, job descriptions, shift schedules, vacation schedules, rules and instructions on labor protection and safety, and so on. All employees of the organization must be familiar with the internal labor regulations. The employer is obliged to post the internal regulations in a conspicuous place for general information.

Thus, labor discipline is a prerequisite the work of the labor collective of the organization and the enterprise, as well as the condition for the growth of production results and a positive moral and psychological climate in the labor collective. The discipline of labor as a set of moral norms and legal rules allows an organization to achieve economic, technical and other goals of the production process. The importance of labor discipline is determined by the need for numerous factors, at the same time, labor discipline is impossible without proper working conditions and the amount of remuneration, the level of organization of the production process and the material and technical supply of employees of the labor collective. As a result, the management of labor discipline becomes the most important and necessary function of managerial activity at the enterprise, the personnel management department in particular, which have a certain set of methods and tools to influence labor discipline.

3.2. Methods of discipline management in the work collective

The existing methods of labor discipline management can be divided into 3 groups: economic, psychological, legal.

Economic methods to stimulate labor discipline are carried out through a system of methods for calculating wages. The system of organization of remuneration at an enterprise, as a rule, includes the following elements: labor rationing, tariff system, forms and systems wages... Each of the elements of the system performs a specific function: with the help of labor rationing, the amount of labor expended is recorded; the tariff system allows you to measure a variety of specific types of labor, take into account their complexity, execution conditions, etc. The forms and systems of wages make it possible to link the earnings of an employee of a work collective with his discipline and performance, and, consequently, with the quantitative and qualitative results of labor.

The real wage index is an indicator of the actually received material remuneration in accordance with the recalculation to the existing consumer price index.

There are three main forms of remuneration: piece-rate, time-based, and bonus. The first two forms are based on the wage system and labor rationing.

Labor rationing is a widespread method of determining the measure of labor, since the norms can take into account the amount of labor expended, which determines the amount of remuneration. This approach also requires taking into account the quality of labor (constituent elements: the level of qualifications of the employee, severity, complexity, working conditions, etc.).

Psychological methods of labor discipline management. Stable work of the labor collective largely depends on the psychological climate in it. The socio-psychological climate is characterized by contradictory intergroup and interpersonal processes aimed, on the one hand, at adaptation to activities in significantly changed, both external and internal conditions, and, on the other hand, at the desire to preserve the usual stereotypes of relationships and work style over the previous long period.

The sources of moral and psychological diseases of the work collective, negative behavior are the thoughts and feelings of workers. The only way to change behavior is the leader's cognition of the inner world of a person and mastering the ways of restructuring him in a positive mood. Therefore, high psychological competence of management personnel is of great importance.

First, knowledge is needed for self-esteem and self-improvement of the individual. Secondly, you should have a set of knowledge and skills to communicate with people. Thirdly, psychological and pedagogical competence is necessary, associated with the implementation of the function of the educator of subordinates.

Fourthly, knowledge of the psychological laws of the functioning of the team is needed, since the leader must accurately assess interpersonal and group relations in the organization and be able to harmonize them.

The ability to skillfully build business relationships, regulate the psychological climate - one of the main signs of professional suitability of managers.

Methods of legal influence. The Labor Code distinguishes four methods: persuasion, encouragement, coercion, labor organization. The practice of their application goes back millennia. Over the centuries, it is not the methods that have changed, but their content and combination.

For example, the types of punishments, rewards, and beliefs change. Persuasion is the main method of managing work discipline. This is education, the impact on the consciousness of the employee in order to induce him to useful activities or to prevent unwanted behavior.

The most commonly used methods of labor discipline management are encouragement and coercion.

Encouragement is the recognition of the employee's merits by providing him with benefits, advantages, public honoring, and increasing his prestige. Each person has a need for recognition, for material values. The encouragement is aimed at their implementation. However, using encouragement, you can get a double result: lead the team to conflicts up to its disintegration and, on the contrary, unite and unite it.

The promotion is done through rewards. Reward is the receipt of what a person considers valuable to himself. The concept of value differs from person to person. For one person, in some circumstances, a few hours of genuine friendship may be more valuable than a large sum of money. In an organization, we usually deal with two main types of remuneration: internal and external.

Internal reward comes from the work itself. These are values ​​such as self-esteem, the importance of the work performed, its meaningfulness, awareness of the result, etc. task.

There are certain rules for the effectiveness of the reward:

encouragement should be applied for every manifestation of the employee's labor activity with a positive result;

it is advisable to use the whole range of incentive measures;

the encouragement should be meaningful, raise the prestige of conscientious work.

The opportunity to receive a promotion as soon as possible, for example, in a week. If an employee knows that he will receive an incentive, but only after a year or several years, the effectiveness of this type of incentive is sharply reduced.

Promotional publicity. Any encouragement raises prestige, respect for the employee and is often valued by people much higher than material benefits.

Promotion availability. Incentives should be established not only for strong workers, but also for weak ones.

Applying incentives is a right, not a responsibility of management. The employee is not entitled to these types of incentives. However, such a right may arise provided that the organization has adopted a bonus regulation that establishes indicators, the achievement of which gives the employee the right to certain incentives. In this case, the administration is obliged to apply the incentive measures specified in the regulations on bonuses.

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One of the main aspects of management psychology is the issue of discipline. It is no secret that in many companies, this is a sore subject, which, as a rule, does not reach the hands of HR managers. However, it is worth paying special attention to this factor, since it directly affects the quality and efficiency of work.

Disciplinary influence of the HR manager

So, discipline is a process that is related to the behavior of an employee at work. If the staff does not comply with the regulations adopted in the office, then here we can talk about a violation of discipline.

When we talk about a violation of discipline, we mean a violation of the so-called expected behavior. The HR manager and other employees of the company expect their coworkers to behave accordingly. And if one of the employees violates generally accepted ideas, then the whole mechanism of interaction is violated.

The purpose of disciplinary action by an HR manager is not only to help the employee understand that he or she really has problems with the performance of duties at work, but also to explain that there is always a good opportunity to correct the situation and restore discipline. This, in turn, implies certain efforts of the HR manager, which must be made in order for the employee to be able to correct the problem that has arisen with him.

However, it is worth remembering that disciplining employees does not mean punishing them. First of all, the HR manager must get to the heart of the problem. Sometimes he can tell the employee the way to solve the problem. The disciplinary work of an HR manager is most successful when it helps an individual become an effective, successful employee in an organization. This implies another rule - do not forget to praise the employee for successful work. You will say only two or three words, but this may be quite enough for the employee to spread his wings and want to achieve more.

In the event of failure to comply with the methods of restoring disciplinary behavior adopted by the HR manager, the organization can legally, and in accordance with all regulatory documents, dismiss ineffective or unwilling to develop employees.

Psychodiagnostic tests can help the HR manager to understand the situation professional activity... They allow you to study the professional interests of a person with the help of indirect questions, based on the use of special psychological tests, which allows you to get a deeper understanding of the specifics of a person's professional orientation and makes it possible to identify the degree of its expression.

It is no secret that for a certain type of work a preliminary diagnosis of volitional qualities is required. In order for an HR manager to be able to help an employee to form a will, learn self-regulation and develop the necessary volitional qualities, it is first necessary to assess these qualities using such tests.

How to discipline

Below are some tips on how you can improve employee discipline.

Encourage the employee to comply with certain requirements for the performance of work and establish a common understanding of these requirements with him. For example, for you, having lunch for a short time may mean half an hour, but for him - one and a half. Therefore, it is necessary to come to a common understanding of certain discipline issues.

If the employee has not changed his behavior, verbally reprimand the employee for unprofessional performance of work duties. Remember that such reprimands are given to the employee in private. In no case should an HR manager flaunt the criticism of an employee, otherwise it can only exacerbate the situation. Would you be pleased if you were reprimanded as a little one? Call the employee into your office and talk to him seriously, maintaining a confidential tone and expressing a willingness to help.

When an employee does not even respond to verbal reprimands, the HR manager should warn the employee in writing about the need to control his work discipline. A written warning always looks much more serious than a verbal one, so it should have more effect.

As a rule, this kind of attention from the HR manager is appreciated by employees, and, most likely, they will meet you halfway. Do not forget that all this must be done not in an indulgent manner, but in a friendly way helping a colleague.

If you, as an HR manager, have taken all the above steps, but have not achieved the result, then you just have to fire such a negligent employee.