An employer uses the tool of deduction in salary to punish an employee who has shown lapses in the responsibility on a number of occasions. However, this practice does not work at all. It rather defeats the purpose of motivating an employee, and dampens his/her spirit further.
The employee develops an attitude of nonchalance to such deductions, and can even harbour an ill will for the employer or the organisation, which he/she may be vocal about with his/her colleagues.
So, what can an employer do with a repeat offender, so to say?
An employer should call a formal meeting with the errant employee in his/her cabin, at the first instance itself. A supervisor can also take up this activity. A solemn conversation should be carried out with the employee to determine his/her understanding of the shortcomings in performance.
The second incident should involve a conversation and a written commitment from the employee that such an error will not be repeated by him/her, and if it does repeat then he/she will resign from the job.
In such a course of action, there has been an honest attempt from the employer to understand the employee’s situation. This is followed up with a discussion on corrective and preventive course of action. Finally, if everything else fails to rectify the employee, the responsibility for unpleasant consequences is fixed with him/her. The employer is not forced by the employee to take an action that is negative in nature and reflects poorly on the employer’s ability to manage the people and the resources.