How to Answer: How do you ensure a professional yet fair approach to disciplinary action?
Advice and answer examples written specifically for a HR Consultant job interview.
29. How do you ensure a professional yet fair approach to disciplinary action?
How to Answer
If asked this question during your interview with their organization, your interviewer will not be looking for an HR Consultant who will throw the hammer down or overreact when situations arise. When it comes to disciplinary action, show the interviewer that you can be diplomatic and fair while remaining effective in your role. If you have an example to give, this is a great time to discuss what you have done in the past. If possible, show that you take all of the necessary steps to document the issues leading to the disciplinary action and then take swift and fair action professionally.
Written by Rachelle Enns on August 31st, 2021
Answer Example
"In my experience, the most effective way to approach disciplinary action is to work with the employee on a performance plan, based on the fact that they are not meeting expectations. I like to solve an issue rather than put a band-aid on it. One time I had a sales employee who had missed their target two months in a row. Three months meant termination of employment, so it was vital that we got her back on track. We crafted a plan together, set her up with a senior salesperson for additional training and mentorship. Then, I checked in every week on her goals. She ended up being one of the top salespeople that year which was very satisfying to see."
Written by Rachelle Enns on August 31st, 2021
Experienced
"I have a very progressive approach to disciplinary action. One example I can give you is when I am facing a poor attendance issue. I recently sat down with one employee and mapped out their days off, showing them, with actual data, where they would be in their career two years down the road if their attendance remained the same. This data showed that he was missing nearly 1/4 of the time compared to other top performers in his department. I challenged him on that by simply asking, 'What could you do with your career if you fully applied yourself?' I documented our conversation as a verbal warning, and this conversation gave him his fire back."
Written by Rachelle Enns on August 31st, 2021
Anonymous Interview Answers with Professional Feedback
Anonymous Answer
Provide appropriate interactive training that uses various situations and role plays
Define and gain buy-in on what are considered infractions and what is considered grounds for immediate termination
Ensure that the expectations of work conduct are communicated to all existing associates and new members
When performance discussions occur, collaboratively create the performance improvements plan"
Rachelle's Feedback
Anonymous Answer
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