Practice Management Member Conversations

I'd like to hear back on other members' thoughts and practices. I have been struggling on this topic in my firm as I work through the growing pains of a growing firm. Being able to have the difficult conversations and effective communication is how I try to approach each interaction, but I would love to hear about more formal processes.

From what I can understand progressive discipline is a leadership strategy that involves a series of corrective actions designed to modify employee behavior and improve performance. It typically involves a graduated sequence of disciplinary measures that become increasingly severe if the employee fails to improve. In the context of architecture and the new generation, there are a few ideas for implementing progressive discipline:

1. Clear communication: Ensure that expectations and responsibilities are clearly communicated to all employees. This includes establishing performance standards and goals, as well as outlining the consequences of failing to meet them. It is important to provide constructive feedback regularly, so employees know what they are doing well and where they need to improve.

2. Performance metrics: Use performance metrics to measure and evaluate employee performance. This could include project completion rates, quality of work, and adherence to deadlines. Performance metrics provide objective data to assess an employee's performance and identify areas for improvement.

3. Coaching and training: Offer coaching and training opportunities to employees who are struggling to meet performance expectations. This can help them acquire new skills and knowledge to perform their job more effectively.

4. Progressive disciplinary measures: Start with less severe disciplinary measures, such as verbal warnings, before escalating to more severe measures like written warnings or suspension. The goal is to help the employee understand the consequences of their actions and motivate them to improve their performance.

5. Continuous improvement: Encourage a culture of continuous improvement within the workplace. This means providing opportunities for employees to share their ideas and feedback and using that information to make improvements to processes and procedures. This can help to identify areas where employees may need additional support or training.

By implementing these ideas, architecture firms can create a culture of accountability and continuous improvement, where employees are motivated to perform at their best and grow in their roles. It is important to note that the success of progressive discipline relies on fair and consistent implementation and that employees are treated with respect and empathy throughout the process. It is also important to have a firm that understands that leadership is there to help them grow and develop as the future industry leaders, no matter where they find themselves. 

Thank you!

I'd like to hear back on other members' thoughts and practices. I have been struggling on this topic in my firm as I work through the growing pains of a growing firm. Being able to have the difficult conversations and effective communication is how I try to approach each interaction, but I would love to hear about more formal processes.

From what I can understand progressive discipline is a leadership strategy that involves a series of corrective actions designed to modify employee behavior and improve performance. It typically involves a graduated sequence of disciplinary measures that become increasingly severe if the employee fails to improve. In the context of architecture and the new generation, there are a few ideas for implementing progressive discipline:

1. Clear communication: Ensure that expectations and responsibilities are clearly communicated to all employees. This includes establishing performance standards and goals, as well as outlining the consequences of failing to meet them. It is important to provide constructive feedback regularly, so employees know what they are doing well and where they need to improve.

2. Performance metrics: Use performance metrics to measure and evaluate employee performance. This could include project completion rates, quality of work, and adherence to deadlines. Performance metrics provide objective data to assess an employee's performance and identify areas for improvement.

3. Coaching and training: Offer coaching and training opportunities to employees who are struggling to meet performance expectations. This can help them acquire new skills and knowledge to perform their job more effectively.

4. Progressive disciplinary measures: Start with less severe disciplinary measures, such as verbal warnings, before escalating to more severe measures like written warnings or suspension. The goal is to help the employee understand the consequences of their actions and motivate them to improve their performance.

5. Continuous improvement: Encourage a culture of continuous improvement within the workplace. This means providing opportunities for employees to share their ideas and feedback and using that information to make improvements to processes and procedures. This can help to identify areas where employees may need additional support or training.

By implementing these ideas, architecture firms can create a culture of accountability and continuous improvement, where employees are motivated to perform at their best and grow in their roles. It is important to note that the success of progressive discipline relies on fair and consistent implementation and that employees are treated with respect and empathy throughout the process. It is also important to have a firm that understands that leadership is there to help them grow and develop as the future industry leaders, no matter where they find themselves. 

Thank you!

I'd like to hear back on other members' thoughts and practices. I have been struggling on this topic in my firm as I work through the growing pains of a growing firm. Being able to have the difficult conversations and effective communication is how I try to approach each interaction, but I would love to hear about more formal processes.

From what I can understand progressive discipline is a leadership strategy that involves a series of corrective actions designed to modify employee behavior and improve performance. It typically involves a graduated sequence of disciplinary measures that become increasingly severe if the employee fails to improve. In the context of architecture and the new generation, there are a few ideas for implementing progressive discipline:

1. Clear communication: Ensure that expectations and responsibilities are clearly communicated to all employees. This includes establishing performance standards and goals, as well as outlining the consequences of failing to meet them. It is important to provide constructive feedback regularly, so employees know what they are doing well and where they need to improve.

2. Performance metrics: Use performance metrics to measure and evaluate employee performance. This could include project completion rates, quality of work, and adherence to deadlines. Performance metrics provide objective data to assess an employee's performance and identify areas for improvement.

3. Coaching and training: Offer coaching and training opportunities to employees who are struggling to meet performance expectations. This can help them acquire new skills and knowledge to perform their job more effectively.

4. Progressive disciplinary measures: Start with less severe disciplinary measures, such as verbal warnings, before escalating to more severe measures like written warnings or suspension. The goal is to help the employee understand the consequences of their actions and motivate them to improve their performance.

5. Continuous improvement: Encourage a culture of continuous improvement within the workplace. This means providing opportunities for employees to share their ideas and feedback and using that information to make improvements to processes and procedures. This can help to identify areas where employees may need additional support or training.

By implementing these ideas, architecture firms can create a culture of accountability and continuous improvement, where employees are motivated to perform at their best and grow in their roles. It is important to note that the success of progressive discipline relies on fair and consistent implementation and that employees are treated with respect and empathy throughout the process. It is also important to have a firm that understands that leadership is there to help them grow and develop as the future industry leaders, no matter where they find themselves. 

Thank you!