Who doesn’t remember a terrible reprimand for quite questionable reasons, received at some point in life by a ham-fisted boss?
Not to mention how embarrassed we’ve felt when, having climbed up into the position of a boss and being fully entitled to reprimand ourselves, we’ve seen our ham-fisted reprimand meet with the astonished glance of a surprised staff member.
After all, we’ve learnt that a real leader is good at reprimanding, right?
Well, I think the reprimand plays an essential role: as long as we take a few essential actions.
Having suffered many reprimands myself, I’m now proud to show you a reprimanding model that might be useful in correcting without depressing.
Would you like to become a courteous reprimander too?
Then learn all about it!
A constructive reprimand is a tool aimed at containing or preventing a behaviour that might lead to ineffective performance or jeopardise effective performance while avoiding the emotional destruction of the staff member.
Immediately after observing the behaviour you intend to correct (tomorrow is too late), and only if well prepared.
Alone, never in public: how bad can a person feel, when exposed to public humiliation? And what is his professional performance going to be like, in the following days?
Ideally, a reprimand is short, rarely longer than 5 minutes.
Complicated? Maybe. But success comes to those who persevere…
Don’t you think so?