Although many employers opt to give their staff members DiSC workplace assessments to identify their strengths and weaknesses, such assessments have additional value. If you ever have to discipline a specific employee, you can review his or her DiSC workplace profile in advance of doing so. This person's profile will indicate what type of personality the person has, and you can consider this information and tailor your discipline accordingly. Someone who is a C-type personality is conscientious, and you'll want to approach this person differently than you would approach someone who is, for example, a dominant personality. Here are some tips for disciplining a C"type employee.
The Person Likely Feels Badly Already
There are many different ways to discipline someone, but a lighter approach is generally advisable for a C-type personality. Because this person possesses a high degree of conscientiousness, he or she likely already feels badly about whatever issue has caused the problem. For example, if the person lost a sales client for an unknown reason, you don't need to make your staff member feel badly about doing so — it's almost certain that he or she already feels badly about the situation.
Offer A Teaching Point
Those who are conscientious will often look to improve. Whereas a dominant personality type may challenge your discipline outright or attempt to ignore you, the C-type of personality wishes to always get better. In your session, try to avoid going over what went wrong too much. Instead, you can briefly discuss it — but then put the focus on how to avoid such a situation in the future. If you're able to clearly identify what might have caused the issue, offer some solutions that your employee can use to successfully navigate things from now on.
Offer A Feedback Session
Sometimes, you'll find that C-type employees are quiet when you're disciplining them. That's not because they're ignoring you or acting in a defiant manner. Rather, they're simply taking it all in and thinking how they'll change things in the future. You can rest assured that your conscientious employee will continue to think about your meeting long after it ends, and this could mean that he or she has some questions or things to clarify. It's nice to offer a future meeting during which you can ask the employee if he or she needs to go over anything. This overall approach will help to make your employee feel respected and understood.