Question

We have a manager dealing with an employee who isn’t meeting expectations. Coaching conversations have happened, but improvement has been inconsistent. The manager is hesitant to move to discipline because it feels like “the beginning of the end.” Is discipline always a step toward termination, or can it be used differently?

Answer

Too often, workplace discipline is viewed as documentation for eventual termination rather than as a meaningful opportunity for growth. This mindset undermines the true purpose of leadership: developing people to their highest potential. Effective coaching and discipline are not about punishment; they are about correction, clarity, and commitment to improvement.

Coaching focuses on identifying performance gaps, understanding root causes, and building practical skills and accountability. Discipline, when applied constructively, reinforces standards and expectations while providing structure for change. Together, they create an environment where employees know what is expected, feel supported in meeting those expectations, and are held responsible for outcomes.

When leaders view discipline as one option for improving performance, the tone shifts from adversarial to collaborative. Clear communication replaces ambiguity, action plans replace warnings, and progress reviews replace paperwork stacking. Employees are more likely to engage when they believe leadership is invested in their success rather than simply escalating the process.

Believe it or not, managers don’t always communicate expectations as clearly as they think. An employee may appear “underperforming” simply because no one has explained what success looks like or how to achieve it. In those cases, a disciplinary meeting can be the moment that brings clarity.

Alternatively, even when expectations have been communicated, a write-up can serve as the metaphorical “kick in the butt” an employee needs to recognize they’ve lost focus. Anyone who has raised children knows that sometimes it’s not just the threat of consequences that changes behavior—sometimes experiencing one is what makes it sink in. The same can be true for adults. A single write-up can underscore the seriousness of the situation and, in many cases, it’s the motivation that finally works.

This approach benefits both the individual and the organization. Employees gain confidence, skills, and renewed purpose. Organizations retain valuable talent, strengthen morale, and foster a culture of fairness and development.

Discipline should always document decisions, but its core purpose should be transformation—not termination. When coaching leads the process, discipline becomes another pathway to improvement rather than a paper trail to separation.