Lack of commitment

An informal reprimand is appropriate when a trained and experienced employee’s problem appears to be caused by a declining level of interest, commitment or enthusiasm for the job.

A reprimand should be prompt, precise and positive, face to face and consistent. This means whenever it is warranted.

A reprimand must focus on the employee’s performance. Don’t criticise them as a person. Ensure the reprimand is delivered in private to avoid humiliating the employee.

Take immediate action and deal with each case. Don’t store things up and then overwhelm the employee with a list of reprimands.

When inexperienced employees don’t perform, you need to restate the job requirements. There may also be a need to provide additional training.

Use the following guidelines when a reprimand is required.

Tell the employee in advance that you are clearly going to let them know how they are doing.

The first half of the reprimand

• Take action immediately.
• Tell the employee exactly what they did wrong.
• Tell the employee exactly how you feel about what they did. Emphasise what was wrong with their performance, but don’t criticise them as a person.
• Pause for effect so the message sinks in. 
  
  

The second half of the reprimand

• Talk to the employee sincerely to let them know that you want them to fit in and to work well.
• Remind the employee how much you value their contribution.
• Emphasise that you think well of the employee, but not of their performance on this occasion.
• End on a positive note. “We all have bad days” or “This is not like you – I know I can expect better from you.”
• Keep it brief. Realise that when the reprimand is over, it’s over.
  
  

Continued poor performance should result in Disciplinary Action. 

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