Any organization cannot thrive without rules. You have to make sure your employees work according to the values and conduct you are trying to uphold. If one or a number of them decide to turn away from these sets of values, this will surely reflect on how people see your company.

Instilling discipline also ensures that there is harmony among different types of relationships within organizations: management to employees, supervisors to subordinates, and among employees to employees.

To encourage good manners and right conduct to your employees, you can begin with the following tips:

1. Develop a system.
There are two reasons for this. First, the system will be the basis for everything else: what type of penalty is given to a difficult employee and when it is going to be given. It also determines the kinds of offenses and their corresponding punishments.

Second, the system will serve as a guideline for the company. The rules found in the system will be their guiding force, making employees aware of the possible impact into their career or job when they break away from the imposed sets of rules.

But how do you come up with a system?
• Create your policies. Normally, the creation of policies is carried by the HR department and the management, though feedback can be asked from the concerned employees.
• Next, produce a manual or a handbook, which employees can read and bring with them. This way, workers will always be reminded of their responsibilities to their position and the organization.

2.Identify the kinds of employees you have.
Douglas McGregor limits the types of employees into two: X and Y. However, you know that employees are multi-dimensional. Because they are different from one another, the kind of discipline you are going to provide will also vary.

3. Address problems immediately before they go out of hand.
Do not give your staffs the mind-set that certain attitudes can be tolerated. Again, you can go back to the system you set up. How many times should an employee commit a certain offense before his or her attention is called? As much as possible, do it instantly to prevent him or her from making the bad practice a full-time habit.

4. Know when to stay away from commonly tolerated practices.
There are times when you don’t have to go through the process for the simple reason that the action done is very serious. For instance, an employee turns out to be a habitual drug addict. Some systems may say that first or second offenses can be tolerated, but surely you do not want to keep such employee for a much longer time, do you?

5. Make your employees know.
Do not surprise them with your policies. Even before you’ll hire a potential employee, make your rules very clear. This way, they know what to expect once they decide to work in your organization.

6. Monitor.
As much as possible, you do not want your employees to get terminated or suspended. If they committed offenses, it is highly recommended you keep a close watch at them. If greatly needed, offer counseling and support.