What does a representative do at a disciplinary meeting?

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See here for a discussion on the role and purpose of a support person vs a representative, and again let me remind you that I use the term representative, but really I mean either.   So let’s discuss what they do.

Do you need one?

Perhaps that’s the first and most important question; do you need a representative?  Here’s some reasons why you might not.  You might have this- this might be something you comfortable with, it’s within your comfort zone of situations you can handle; your in your depth, not out of it.  Alternatively it may not be a big deal- it could be a minor warning, an early stage of performance issues you’re confident you can turn around, or a consultation process, where the offer to have someone is pretty minor.

But if the opposite of these are true- maybe you do.  If it’s a big deal, your job is at risk, or you’re out of your depth, perhaps get someone along.   If it’s too embarrassing- sure, but maybe think about whether paying the bill of a professional is worth keeping your salary for.

They can speak on your behalf what you’d rather not say

This is something important, that is not as evident as you’d think.  There are some things it’s not a good idea for you to say.  Depending on your strategy (see here, here and here for strategies) there are something that could be said that aren’t going to work as well coming from you mouth.

If your fighting the situation (see here, or alternatively here) then this can be damaging to your ongoing relationship with your boss, but coming from your representative it’s less damaging to your connection with your boss- but remember this may not work, or be fair if your representative also works for the company.  If they play bad cop, you get to play good cop.

If you’re admitting fault and seeking forgiveness then your representative can help with this. This works particularly well if you’ve brought your mother (‘he’s very sorry, he understands what he’s done wrong and we won’t be seeing that again, will we junior?’).  Another voice describing your understanding and redemption help sell the story.

Listening

Sometimes the best thing a representative can do is listen.  By listening, they can hear two things; where you are going wrong, and what your boss wants to hear.  Sometimes you pick the wrong strategy for the situation, or you’re digging a bigger hole for yourself.  By listening to the situation, your representative can read the room better than you.  They can sense what isn’t working, what is working, and help you get what you want.

Call a time-out

A representative can ask for adjournment.  It’s a very reasonable request, and one unlikely to be denied.  You can ask for one too, but as above, you may be in the heat of the moment.  By asking for an adjournment, your representative can get you take stock, help you re-evaluate the situation, discuss problems and consider options.  To use a boxing analogy, they are your corner man, and they can ring bell if you’re on the ropes.

They can broker a deal

A representative can be an unofficial channel of communication to sort a deal.  If you know what you want from the situation (see here), then your representative can facilitate that without anyone losing face, or giving away their position.   Sometimes through a chat with the employer prior to the meeting, can get the lay of the land, and give some guidance on whether a confession (see above) is a good idea or not.  This is pretty complex and risky stuff, but it can be done.

Surrogate witness for the workforce if a co-worker

I talk about this one a little more here, but there’s a good chance your boss is conscious that the whole workplace will hear about what goes on behind closed doors; confidentiality is no barrier to the rumour mill.  If your representative is a co-worker, then that doubles the chances.  So if your representative is a co-worker, then your boss will be worried about how this will look to everyone. 

This can work for you, or against you.  They may be worried that if they are too harsh, then this will turn workers against them.  But if they are too soft, this could encourage similar behaviour- it really depends on the situation.  On one hand, the employer may be very happy for the message to get out because they were caught stealing.  On the other hand, they may be worried about giving a warning to someone most people would be sympathetic too.