Discipline is a necessary part of managing employees, but the secret to employees perceiving discipline, as a positive, is first to apply it fairly. Employees know when they and/or their fellow employees make mistakes; and they are more likely to accept discipline for those mistakes if employers are fair and then turn the mistake and resulting discipline into an opportunity to learn and grow.

Employees understand and accept that discipline is being applied fairly when employers explain that it is not a punishment (unless someone breaks a stated rule or policy). If employers create the right kind of workplace environment, then mistakes can be openly discussed and become important elements of any training program. Not only do employees learn how to improve their performance and eliminate the mistakes, but also those businesses can be more competitive and successful.

Imagine logging on to your computer on your day off to catch up on a little work. And there, on your screen, is a friendly little pop-up reminder from your company: “It’s the weekend.”

This actually happened to Lorie Baker, a director at PricewaterouseCoopers, according to the article “You’re Cut Off” by Inara Verzemnieks in the October issue of Working Mother magazine. Hoping to reduce work stress, PWC sends the reminder note to curb weekend work-related emailing, according to the article.

It sounds counterintuitive, but some companies are starting to see that stressed out, burned out employees aren’t very good for the bottom line.

Research shows job stress is linked to depression. And a new study published in the Journal of the American Medical Association shows stress at work is linked to a second heart attack. Those who returned to work in a stressful job had two times the risk of a new heart attack, compared to those who returned to a low-stress job, according to the Canadian researchers.

The study authors recommend that heart attack patients, who return to work, ask for help in reducing work stress.

But a few companies, are proactively stepping up to help. Here are some innovative strategies they’re using, according to Verzemnieks’ article in Working Mother magazine:

• To reduce email overload, The University of Wisconsin Hospital and Clinics in Madison has a policy that encourages employees to have a conversation rather than send an email.
• Boston Consulting Group monitors employees’ hours. Those who average more than 55 hours a week over five consecutive weeks are reported to management.
• At the outdoor clothing, equipment and acessories company Patagonia, the day’s surf report is posted above the front reception desk, the “boardroom” stores surfboards and particularly good surf conditions might be announced over the company’s loudspeaker.
• At tax and accounting firm Ernst & Young, employees receive an annual voicemail message from global chairman and CEO James Turley, stressing the importance of a vacation. If you don’t take one, someone from human resources will come and talk to you.

PricewaterhouseCoopers recently distributed an employee handbook entitled “Rest and Relaxation: The Value of Time Off.”

“Among the instructions: Try not to call the office to discuss business matters or check voicemail or email. You are either on vacation or you’re at work you shouldn’t try to be in two places at one time. And perhaps most important: “Enjoy your family, friends or solitude.”

Source: Jule Deardorff, Chicago Tribune.

Is your small business starting to grow to the point that you need to bring in other people to keep up with the day to day tasks of running the company? This is, of course, a wonderful “problem” for any small business owner to have. Growth is always a good thing, especially when it goes hand in had with the increased financial stability that allows you to add personnel to your team.

However, many small business owners don’t stop and think about how their day to day lives are going to be changed once they add the responsibility of supervising employees to their already full schedules of marketing, networking, and providing the products and services that their customers need. Entrepreneurs who find themselves supervising one or more employees for the first time often go through a period of adjustment that requires them to change their mindset about the best way to run their companies.

Building a winning team of employees can make the difference between having a business that is mildly successful and one that really takes off. Supervising employees doesn’t have to be difficult. In fact, it can be very rewarding. The key to making the successful transition from being in business completely on your own to having a staff is to recognize that you have to be both an entrepreneur and a manager at the same time.

You can’t lose your focus on building your business, but you have to broaden your horizons to incorporate the principles of effective leadership and supervision into your work persona. When you start adding workers to your team, you have to learn how to interview people so that you have a chance of making smart hiring decisions. You’ll also have to come up with a way to train your employees regarding what is expected of them. After all, they won’t know how to fulfill their roles in your organization if you don’t tell them what their responsibilities are, show them how to perform the necessary tasks, and monitor their progress.

It’s also important for entrepreneurs who are adjusting to adding new members to their team to keep in mind how important open communication is. When you’re in business on your own, you don’t have the luxury of bouncing ideas off other people. When you get used to working independently, and then find yourself sharing your work space with others, you have to get back in the habit of talking with others about what is going on in the organization.

As the boss, it’s your responsibility to set the tone for the type of workplace you want to operate. If you don’t communicate regularly with your employees, they are not likely to become committed to the long term success of your organization. You have to let your team members know that they are important, and make sure they understand the nature of your organization.

If you want your employees to become a successful part of your small business operation, you have to provide an environment where open communication is encouraged.  Keep this in mind, and you’ll be able to transition from being a small business owner going it alone to the leader of a team that can help your company achieve it’s long term objectives and reach its full potential.