The Code of Conduct and How to Make Employee Discipline Less of A Headache

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Ask any HR and they would tell you that employee discipline, particularly adhering to set policies and procedures, is the most challenging part of their work. What some people fail to realize is that, there are ways these can be avoided, or, at least, the headache lessened. So let's start with the most important one.

What Should We Include In Our Code of Conduct?

For some HR, the easy answer would be to get a copy off the internet, or from colleagues who have already done their own. What happens, however, is that, the organization is left with a Code of Conduct that may sound foreign to both HR and to the employees. So what's the best way to go about this, and what should we include?
  1. What are the common behavioral problems that you encounter in your company that can be addressed by a disciplinary action? Start with those since your Code of Conduct and grievance process should help in preventing or correcting these behaviors.
  2. What are your company values? Your "non-negotiables"? Consider this when creating your Code of Conduct.
  3. What are the required policies that your company should have in place? Should you include a clause on drug abuse or drug possession? How should you handle cases involving sexual harassment? What about relationships in the workplace?

How Do We Make It Easy to Implement?

  1. Always involve ALL stakeholders - top management, line managers AND staff members. When everyone is involved in the creation process, there is an instant buy-in brought about by the implied commitment. You don't have to literally ask each employee to comment on the Code of Conduct. You can just conduct a climate survey, review past behaviors, or get to understand motivators of team members. Work with your managers, work with your leads and key persons, and allow them to help you.
  2. Practice Repetition. It is not enough that you give all employees their own copy of the Code of Conduct. You also have to make sure that you conduct an orientation/ cascade of what the disciplinary process is. At the same time, you also need to make sure that you have a regular awareness program to refresh their memory. Putting up posters to remind them of the Do's and Don'ts might also make things easier for you.
  3. Make it FUN. Employee discipline has always been viewed negatively. Why not change this perception by gamifying it? For every time they are able to do something positive, give them points which they can use to buy company merchandises or leave credits.
The Code of Conduct has always been viewed negatively by employees. Its time that we change that, don't you think?

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