RCL Companies typically see a significant improvement not only in behavior management, but also in climate, manager and employee satisfaction and ultimately overall business success.
The employee quickly realizes they have made a mistake, takes responsibility for the problem, and works well with his or her supervisor to resolve the issue.
The employee begins to display signs of unwillingness to accept responsibility. These signs include arguing, denying, placing blame and ignoring or interrupting the supervisor.
The employee refuses to accept responsibility and is unable or unwilling to work through the process with the supervisor.
As intensity levels escalate, supervisors can easily become angry and lose control of the situation. Supervisors who are masters of these challenging moments are able to shift ownership back to the employee and the workplace can move toward a culture of increased responsibility.