Page 267 - An Indispensible Resource for Being a Credible Activist

Persons 1 and 2 will then use NVC to try to understand what Person 3’s feelings and needs
were and why the construct was changed as it was.

All group members observe use of Person 1’s NVC problem-solving skills.
What was the outcome?

What was learned?

CHECKLIST OF SIX QUESTIONS
TO ASK YOURSELF BEFORE DISCIPLINING
AN EMPLOYEE

Did the employee clearly understand the rule or policy that was violated?
Did the employee know in advance that such conduct would be subject to
disciplinary action?
Was the rule that was violated reasonably related to the safe, efficient, and orderly
operation of the company?
Is there substantial evidence that the employee actually did violate the rule?
Is this conduct something that other employees would receive discipline for?
Is the disciplinary action you’re planning reasonably related to:
The seriousness of the offense?
The employee’s record with the company?
Action taken with other employees who have committed similar offenses?

SAMPLE FEEDBACK SHEETS

To: Your Name (HR)
From: A Manager Who Is Focusing on Being a Great Manager

Date:
Re.: Feedback on Basic Management Training
Please take a few moments to give me some feedback on today’s training. Please fill this
out anonymously, and don’t put any indication of your identity on this at all. Please place
your completed form in my mailbox.
Your honest feedback is invited and welcomed. Your honest feedback will help continu-
ally improve the training so that it’s more effective.

250 The H R Toolkit