Both employees and employers have a significant responsibility in developing a positive working environment. However, employers have a huge responsibility because ignoring this can lead to huge losses. For instance, you can lose a qualified employee, or you can end up with an expensive lawsuit, which can ultimately damage your brand reputation.
The truth is workplace misconduct is bound to happen. However, how you deal with the situation as a leader matters a lot. In this article, we will help you know how you can recognize misconduct in the workplace.
Forms of misconduct
The first thing you should understand as an employer is that there are two types of misconduct. That is General misconduct and gross misconduct. General misconduct is not a serious offence and is easy to deal with. For instance, if an employee comes to work late or decides to misuse the company’s internet. This is an excellent example of general misconduct.
On the other hand, gross misconduct is far much severe than the previous. It can lead to immediate termination. For instance, when an employee gets into a physical altercation with a client or when an employee bullies others.
Ways to recognize misconduct
Once a bad report against an employee comes to you, how you react matters. Bad decisions can lead to various negative impacts on the future of your company or organisation. You can spot misconduct by:
Don’t hesitate to deal with it
When you delay, it fosters a harsh environment for your workers. Secondly, the misbehaving employee would continue doing so because they think it’s okay. Hence, you must take action as quickly as possible, even if it means immediate termination.
Investigate and document evidence
If the situation has been happening for a while, you must start the investigation. Take testimonials from witnesses, and review physical evidence if they are available. If you are close to the victimized employees, creating a review board somewhat helps deal with the situation. Take note of each interview you undertake to ensure consistent statements and
keep the records even after the matter is over.
Carry out consultations with the necessary authority
Deciding without consulting with your leaders is wrong. Letting your leaders know helps in consultations and identifying the best way to reprimand the employee. It also aids in making a sober decision. You will also need guidance from past situations on how you dealt with the problem and from employee policy documents. If the case is new, consult a lawyer.
Communicate with the parties
Once you decide on the best way to deal with the issue, the next thing is to call the involved party. Clear communication on how you plan to discipline them is vital. You should also talk to the affected parties and be ready to answer any questions they might have.
You can already see how critical this process can be with the above information. Ensure that you take time to review your decision before you talk with the involved parties. It’s also essential to communicate with your employees how to report any form of misconduct to you to foster a healthy workplace.