What can a manager do to avoid the pitfalls associated with the disciplinary process?

What will be an ideal response?

The five pitfalls associated with the disciplinary process are:
1. Acceptance of poor performance
2. Failure to get the message through
3. Performance standards are "unrealistic" or "unfair"
4. Negative affective reactions
5. Failure to consult human resources.

In order to avoid the five pitfalls, one should engage in each of the following, respectively:
1. Do not ignore the problem. Rather, address any problem as soon as possible.
2. Be very specific about the performance problem and the consequences of not addressing it effectively. You can also document the action plan and secure the employee's agreement regarding the plan.
3. Remind the employee that (a) his or her performance standards are similar to others holding the same position, and (b) performance standards have been developed over time with the participation of the employee in question. Further, one could share documentation from past appraisals with the employee.
4. Do not let emotional reactions derail you from your mission, which is to describe the nature of the problem, what needs to be done, and consequences of not doing so. If necessary, the manager should be prepared to offer compassion, provide the employee with space, or reschedule the meeting.
5. Consult with the Human Resources Department regarding any legal issues before engaging in the disciplinary process.