questions on discipline: 23 Discipline Interview Questions (With Sample Answers)


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    questions on discipline: 23 Discipline Interview Questions (With Sample Answers)


    Discipline is one of the most important aspects of being an effective manager. Having a team that’s not on board with your vision and mission can cause all sorts of problems in the long run. This list of questions is meant to help you identify which types of employees you should be keeping around and which ones need to go.

    Why is discipline important?

    Discipline is important because it helps the company function. Discipline helps employees to perform better, follow the rules and work together. Being on time is one example of discipline that has many benefits for an organization and its employees.

    When you’re late for work, your coworkers have to pick up your slack while they wait for you to arrive. This makes them less productive than they could be if they didn’t have to cover your duties in addition to their own tasks and responsibilities. In addition, being late means that other people may get tired or frustrated waiting for you–and this can lead them away from being productive as well!

    Discipline also helps keep everyone safe by ensuring compliance with safety regulations (such as wearing hard hats) as well as preventing accidents due to carelessness or lackadaisical attitudes toward safety practices like locking doors behind oneself when leaving rooms unattended

    What do you do when a team member is not working at their potential?

    When an employee is not performing to their potential, it’s important to look at the big picture.

    • Performance: Are they completing tasks on time? Are they meeting deadlines? Is their work of high quality and in line with company standards? If so, then perhaps the issue isn’t performance but motivation.
    • Attitude: How do others view this person’s attitude towards work and life in general? Do they seem happy or unhappy at work? Is there a sense of camaraderie between them and their colleagues or does everyone seem like they’re working in silos with little communication between departments or teams within the company itself (or even departmental units)?
    • Motivation: What drives this person–money or personal fulfillment from doing good work for others around them who depend on what they do each day as part of their jobs too!
    • Communication style: Does everyone speak up when something needs fixing instead keeping quiet until someone else calls attention to it first before taking action themselves; are people able to communicate effectively when something goes wrong so everyone knows what happened – why did it happen – how can we prevent similar occurrences happening again next time around.”

    When can you give an employee a second chance?

    When you are deciding whether or not to give an employee a second chance, ask yourself the following questions:

    • Is this person a good employee? If so, what went wrong and can we fix it?
    • Does this employee have potential and want to improve? If so, what can we do together to help them reach their goals and become more successful in the workplace (and in life)?
    • Has this person had multiple warnings but still isn’t improving his/her behavior? In this case, it may be time for termination.

    How do you deal with an employee who has had multiple warnings?

    What should you do when an employee has had multiple warnings and still isn’t improving?

    The best approach is to give them a final warning, then if they don’t change their behavior, you may need to terminate their employment.

    How did you handle an employee who called in sick when they weren’t?

    • How did you handle an employee who called in sick when they weren’t?
    • I would ask for a doctor’s note. If they didn’t have one, I would call them and ask if they were okay. If they did not answer their phone or return my text messages, I would follow up with the police so they could check on them.

    What do you do when an employee gives you attitude at work?

    The first thing to do is remind the employee of the company’s policies. If they continue, you can give them a warning and then fire them if they do it again.

    This is a tough situation because everyone has bad days, but if this behavior becomes a pattern or habit of yours or others’ in your department, then it could lead to some serious trouble with HR or even legal issues down the line!

    If an employee has been absent for several days, what action would you take?

    If an employee has been absent for several days, what action would you take?

    This is a common question asked in a discipline interview. The interviewer wants to see how well you can handle the situation and keep your cool. You want to make sure that you have all the facts before making any decisions about whether or not this person should be fired or reprimanded. You should also make sure that there is a clear policy in place regarding absences from work so that everyone knows what is expected of them when they are out sick or otherwise unable to come into work (e.g., maternity leave). If someone has missed two consecutive days of work without contacting their supervisor beforehand, then it may be time for some sort of disciplinary action such as verbal warning or written warning depending on how many times this has happened before with other employees at our company.”

    If an employee fails to show up for work without notifying anyone, how would you handle this situation?

    If an employee fails to show up for work without notifying anyone, how would you handle this situation?

    If an employee fails to show up for work without notifying anyone, what would be the best way to handle this situation?

    What would you do in this situation?

    What would your advice be for employers who have had employees that have failed to notify them before they were supposed to come into work?

    When would you stop giving someone a second chance if they don’t change their behavior after repeated warnings?

    One of the most important aspects of discipline is setting boundaries. It’s crucial that you are able to set clear expectations and enforce them.

    If you have an employee who consistently fails to meet expectations, it’s natural to wonder how long you should give them a second chance before giving up on them. The answer depends on what type of behavior they’re exhibiting and how they’re responding once consequences are applied. If someone has broken one rule but otherwise seems like a good worker overall, then giving him or her another chance might be appropriate if he/she changes his/her ways after receiving feedback about his behavior from management or HR staff members (or perhaps even peers). On the other hand, if an employee has repeatedly violated company policies over time without learning from those experiences and improving his performance at work as a result–or worse yet continues behaving poorly despite being warned repeatedly by managers–it may be time for termination because there’s no evidence that this person will ever change his ways without serious consequences being imposed upon him first

    What would you do if one of your employees was significantly underperforming compared to their peers? (This question may also apply to low morale or other problems.)

    • First, you should talk to the employee and see if there is a problem. If they are underperforming because they don’t know what they’re doing or are otherwise struggling with their job, then you can help them resolve the issue.
    • If it turns out that there is no underlying reason for the low performance–and this could be due to laziness or other factors–you may need to let that person go if he or she does not improve over time (or at all).


    • If you’re not sure what to do, ask for help.
    • If you don’t know what to do, ask a mentor or more experienced person.
    • If you don’t know what to do, ask your manager.
    • If you still can’t find an answer in this list and are truly stumped by how best to handle the situation at hand (or if it’s just not worth worrying about), go ahead and ask HR! They might have some insight into how they would handle similar situations in the past–and even if they don’t have any advice specific enough for your case now, their input could be valuable later on down the line when similar issues inevitably arise again (which they will).


    In the end, discipline is a necessary part of any business. The best way to deal with discipline issues is by being consistent, fair and firm. If you stick to these principles, then most problems should be able to be resolved without too much trouble!

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