Fundamentals of Human Resource Management 6th Edition by Raymond Noe, John Hollenbeck, Barry Gerhart,Patrick Wright

Exercise 5

Announcing a Disciplinary Action
No one likes delivering bad news, but a few principles help to make the process as fair and straightforward as possible:
• Plan what to say, and stick to the plan. If there is an awkward silence, be patient; don't fill it up with statements that stray from the planned message.
• Move quickly to the main message. Unfortunately, that is easily identified as the point that is the hardest to say-for example, "We are suspending you" or "We have to end your employment with us." Dancing around the point will only confuse the employee. Starting off with small talk will make delivering the main point even more awkward.
• Stay on the main point. Do not minimize the problem, which could imply that your decision is unfair. Do not imply you will reconsider a decision or get bogged down in arguments or explanations. Again, this just confuses the employee by suggesting that a final decision is actually up for negotiation.
• Speak firmly, making eye contact, but be compassionate.
Even in the case of misbehavior, the employee is a human being.
• Listen to the employee with respect but without implying that a decision is up for negotiation.
• Keep the meeting short-no more than about 15 minutes. The employee should leave with information on how to contact the HR department with any questions that come up later.
How can managers respect an employee's privacy in applying these guidelines