One of a manager's most important responsibilities is the ability to correct subordinates. Discipline is applicable to both reprimands for inadequate performance and the more serious misconduct issue. Even if it is considered that wrongdoing is the main issue, performance issues must be openly acknowledged.

When an employee behaves improperly, it is a red flag indicating their demeanor and behavior are harmful to the company. Here are the two categories of misconduct:

The first category includes serious wrongdoing, such as a staff member who regularly comes late for work in the morning.

The second class of crimes includes gross misconduct. In this more serious scenario, the individual bears the risk of losing their job if the issue is not resolved. A few examples of gross misconduct, which may take many different forms, include physical assault, theft, and verbal abuse.

Conduct violations may result in serious, immediate consequences. It is essential to make it clear that this kind of conduct won't be tolerated. Every organization has to have a suitable disciplinary procedure in place. The number of warnings that must be given before an employee is dismissed is outlined in the company's policies. Even if an employee has received a minimum of two warnings, the employer has the power to promptly terminate the job if there is obvious misconduct.

The repercussions of each warning in a disciplinary process are more severe than the repercussions of the warnings that came before it.

1. Verbal Warning: At this early stage, the staff members may be told that their conduct is incorrect and undesirable. It is possible to change employee misconduct by only giving them a verbal warning when they have done something wrong. You go on to the next level, however, if the conduct continues.
2. Initial Written Notice: An employee is given the option to accept a formal written warning that their behavior will only become worse if they don't change it.
3. A second written warning will be sent if the first one is ignored.
4. If the first two written warnings are ignored, an earlier warning will be given. Your last opportunity to retain your job or avoid getting suspended is now.
5. Suspension: An employee may need to be dismissed while the issue is being examined if they fail to heed written warnings or are found to have participated in a serious event.
6. Conclusion: This is your only choice if you ignore multiple cautionary messages. On the other hand, it can wind up being the sole option if the crime is terrible and guiltless.