Discipline Without Punishment: The Proven Strategy That Turns Problem Employees into Superior Performers

I am an HR Director of a 500+ employee organization that is both unionized and civil service. This book is my bible. Lots of pratical ideas on dealing with the typical employee issues-attendance and attitude. The running theme of the book is that employees are responsible for changing their own choices and behaviors, management is only responsible for addressing them.

For CEOs, human-resource staff members and anyone who influences the development of an organization's disciplinary system, this book is a must-read. Managers, supervisors and small-business owners also will benefit from Dick Grote's guidance on implementing a nonpunitive approach to improved performance. getAbstract appreciates the thoughtfulness and detail of his suggested disciplinary system, as well as his advice on incorporating this system into your daily management practices.

For over sixty years the system for dealing with unsatisfactory work performance has remained the same. When a problem appears, a manager will talk to an employee informally. If the problem continues, the employee receives a verbal reprimand, followed by a written warning. Then, various punishments are applied to the offender including probation, unpaid suspension and eventually, dismissal. This traditional system is based on the idea of progressively worse punishment. Managers see the discipline system as a way to dismiss employees. While he worked at Frito Lay, Dick Grote designed a new discipline system, with the goal of saving employees, rather than dismissing them. This new system, called Discipline Without Punishment, was put into practice at Frito Lay with phenomenal results, and has since been implemented at hundreds of companies. Discipline Without Punishment starts with the notion that good performance must be rewarded. When good behavior is not recognized, people have less reason to continue it. Mediocre performance may not require disciplinary action, but it shouldn't be rewarded. You should save recognition for those who try hard to do their best.

Simple and effective way to address employee problems and get real ( & positive) results without using typical old-fashioned punishing procedures (verbal & written reprimands, leave w/o pay, etc). Creates a win-win way to change behavior. Wish he would have spend more time & detail on coaching and the other managerial aspects that should take place between a supervisor and his/her workers (ie: those things that may prevent having to use the actual "disciplining").

Grote's writing style is easy and captivating. Puts discussing difficult issues with employees into perspective. Highly recommended for any supervisor or manager that will deal with a difficult employee situation.....and guess what....eventually you will! A must read. Being used in our training program for future supervisors.