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#83 – Disciplining Employees of Cleaning Companies

Many cleaning company owners and supervisors have never received any formal training on how to discipline employees.

In this video, Jean Hanson and Dick Ollek, CBSE, discuss several best practices when it comes to dealing with discipline issues. If you don’t follow these recommended practices, you’ll likely find your self frustrated and possibly in hot water if you don’t pay attention to the legal side of discipline.

This video is made possible by Consultant in Cleaning’s DVD, Discipline Training for Building Service Contractors

The 11 topics covered in the video include:

  1. Who should do the discipline
  2. Get the facts, not the opinions
  3. Don’t send them to the office
  4. How to discipline – witnesses needed?
  5. Follow procedures, not emotions
  6. Consider all circumstances before disciplining
  7. When to discuss with another manager
  8. Document, document, document
  9. Explain why the conduct is a problem
  10. Watch your temper – in the weeds?
  11. Follow up
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4 Responses to “#83 – Disciplining Employees of Cleaning Companies”

  1. dick ollek says:

    A couple of very knowledgeable people. Great location too.

  2. Jim Jones says:

    I have trouble documenting because as soon as I do the employee then quits on the spot or worse goes out and ruins their accounts costing us business. How does one document an issue without making the employee perform worse instead of better?

    • Dick Ollek says:

      That’s a very good question. In the steps we outline in the DVD, we discuss how one should approach the issue with an employee. Our job is to discuss the issue calmly, remaining in control, explaining why what they did or didn’t do is a problem and that you will need to document the information for their file. If after you have explained the issue in a businesslike manner, you feel they will go out and do harm, as you say in your comment, you need to make a decision if they should really be on your payroll or not.
      The idea of discipline is to restore correctness to an issue and help the employee to become better at their job. If you have done everything according to the steps we outline and they still are not positively responding, you don’t have an employee that you want on your payroll representing you in your accounts.

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