Good communication between all members of a work team is one of the most critical aspects of creating and maintaining a positive and productive work environment. A supervisor should insure that each employee is aware of the standards and expectations for the employee’s position, as well as the work standards and practices that apply to employees in that department and to all employees of the university.
A continuous flow of open communication between supervisors and employees is essential to a healthy workplace. As soon as a supervisor becomes aware of a problem, the supervisor should bring it to the employee’s attention so that it can be resolved at the earliest possible opportunity. Addressing a problem as soon as it is apparent is always a positive step for both the supervisor and the employee. It allows the supervisor to establish that the behavior or performance is not acceptable, gives the employee the guidance and direction to make a positive change and correct the situation, and helps to prevent future performance and disciplinary problems.
A supervisor’s approach is to foster a workplace in which employees work to promote the interest of the university’s mission and goals. Human resources is committed to developing and maintaining a workplace of dignity and respect for our employees, whom we consider to be our most important assets.
Disciplinary measures should be utilized in an attempt to correct the deficient behavior and should be constructive and consistent. The employees should be given an opportunity to explain their actions, either verbally or in writing. Please reach out to our Employee Engagement Team at hr@sandiego.edu for guidance on verbal and written corrective actions.
Corrective action is all about the success of the employee–it is not about setting the employee up for failure or discharge. The goal of corrective action is to provide the employee with the tools and guidance they need to succeed in the job.