Good practice: Conducting disciplinary interviews

On this page:
Summary
Case study
Overview
The importance of disciplinary interviews
Successful disciplinary interviewing
Setting up a disciplinary interview
The importance of thorough preparation
General principles of disciplinary interviewing
Questioning techniques
Listening
The self-disclosure and pause techniques
The conclusion of the interview
Deciding the penalty

Summary

• A disciplinary interview provides the opportunity for the employee whose conduct is under investigation and his or her manager to engage in a full and frank discussion about the matter. (See The importance of disciplinary interviews)
• The interview requires thorough preparation if its aims are to be met and a positive outcome achieved. (See The importance of thorough preparation)
• Following some basic principles should ensure that the employee is given a full and fair hearing. (See General principles of disciplinary interviewing)
• A successful outcome to the interview is more likely to be achieved if the interviewer phrases his or her questions carefully and listens actively to the employee's responses. (See Questioning techniques and Listening)
• Once all the relevant matters have been discussed, the interviewer should bring the interview to a close. A decision about whether or not to impose a disciplinary penalty can then be taken. (See The conclusion of the interview and Deciding the penalty)

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Overview

This section of the XpertHR good practice manual discusses disciplinary interviewing, including setting up and preparing for the interview, questioning techniques, listening skills and deciding the outcome of the interview.

Dispute resolution > Handling discipline provides further information on managing and handling all aspects of discipline.