The Five Blunders in Reprimanding

by Nimia Acebes on June 28, 2010

Employees sometimes make mistakes or violations.  If the mistakes or violations will adversely affect the productivity or integrity of the company, you call the employee in your office and give him or her a reprimand.

There are five serious errors which a manager or leader can make in reprimanding.

1.  Failing to get facts.    Don’t accept hearsay evidence or go on general impressions but be sure to have all the facts before jumping.

2.  Acting while angry.  Do it when you are calm and be as impartial as possible in making a decision to reprimand. Make a self-evaluation, perhaps it was possibly your fault that the error or violation occurred.

3.  Being vague about the offense.  Let the person know the general charge and the specific details of the offense.  Don’t refer to general complaints or refuse to give details.

4.  Not considering the other person’s side of the story. Listen to the person’s  full story about what happened and the reasons why he did what he did. There may be mitigating circumstances, conflicting orders or even unclear orders you gave which were at fault.

5.  Neglecting to keep records.  Disciplinary reprimands should always be recorded in the personnel folder of the person to become part of his or her work history  and as evidence in the event of further disciplinary requirements.  In many cases, people who were known to be unsatisfactory employees over the years have been reinstated after discharge because the company could produce no proofs that the person had ever been told of his shortcomings.

These are the blunders that I know and if you have some in your list please share them with us by leaving your comments below this post. We love to hear from you.

Your friend,

Nimia Acebes

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June 28, 2010 at 3:55 pm

{ 6 comments… read them below or add one }

marj June 28, 2010 at 10:27 pm

that’s really true…:)


Nimia Acebes June 29, 2010 at 1:23 am

Thanks Marj.


Felipe I. Pallarca June 29, 2010 at 5:01 am

To err is human but erring employees should be reprimanded in a constructed manner.
1. Managers failed to observe comfidentiality. Erring employees was humiliated once called in the presence of others.
2. Managers begins with negative cristicsm instead of saying some compliments
3. Managers placed the blame to erring employees instead of acknowledging that error was committed due may be to deffective system or unclear instruction.
4. At the end, Managers failed to acknowledge the cooperation of the employee.
5. Managers should always remember that verbal or written reprimand would result to low morale of employees.
6. Make reprimand as a morale booster rather than morale downgrader


Nimia Acebes June 30, 2010 at 12:37 pm

Thanks for your comments Pepe. I agree with what you wrote. Managers, therefore, should make a careful analysis of the reasons of the errors before reprimanding the employees.


Richmond October 6, 2010 at 12:30 pm

Awesome share! Thank you very much


uday patil January 12, 2013 at 7:17 am

individual employee should not be terminated as after all his family members are the sufferer in this


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