Thursday, August 9, 2007

How to reprimand an employee



I know, but sometimes you have to criticize in order to make sure that the direct report gets the message and the problem does not occur in the future. I had problems with this early on and by speaking to people, I understand that this is a common problem. Refer to my earlier post on the One minute manager, one minute reprimands are part of the process.

According to the Wall Street Journal, here are 5 ways that you could do that.


  1. Examine your intentions. Before you sit down with the person, assess your own state of mind. Has his blunder left you feeling angry or betrayed? Do you feel compelled to get back at him? If so, take the time to cool down before you speak to him, otherwise your critique may be too emotionally charged to be effective.
  2. Pick your moment. If a problem arises that's likely to have an immediate impact on staff morale or the performance of the company, it's important to address the issue within 48 hours, Kohn and O'Connell caution. But remember, handling the problem expeditiously is no excuse to lose your head, so stay calm and try not to be reactive. Hint: Always deliver your criticisms in private to minimize emotional fallout.
  3. Pay attention. There may be more going on behind the scenes than you know. Rather than assume the mistake was the result of carelessness or laziness, try to put yourself in the other person's shoes. Was this problem the result of miscommunication? Is your employee overburdened? Or is he the victim of inexperience or office politics? Use this meeting as an opportunity to perform due diligence.
  4. Use the "sandwich technique." When delivering a critique, it's important to censure the behavior, not the individual. One of the easiest ways to encourage receptivity is to preface your criticism with a positive statement about the person's job performance or character. Once you've fortified his ego, deliver the bad news. Ensure that he received the message, and knows how to correct the situation. Then close the conversation with an affirmation.
  5. Prepare yourself for defensiveness. Even the most artfully delivered criticism is likely to elicit negative emotions, so steel yourself for the inevitable. Always try to focus on the end result rather than the immediate reaction.



I think thats well said, but I would add another, which I think is very important.
  • Sleep over it. There are many times when by just taking a break, getting a cup of coffee or just addressing the problem the next day, situations become easier to handle. Either the situation has solved itself or you see the situation more clearly.
And remember, the reason for the criticism should be constructive and never personal.