Why Reprimand Interviews are important ?

How to react when facing a situation that we consider unacceptable on the part of an employee? How can we tell him of our dissatisfaction without creating a situation of tension to solve the problem? Saying what’s wrong, while maintaining healthy and correct relationships, without attacking or feeling assaulted, these are some essential conditions for a successful “reprimand” interview.

The main principle of this interview is based on the training and development of the employee towards a better understanding and greater respect for the rules of the game in force in the company.

Those who exercise human management responsibilities must learn not to punish the error of technical origin, nor to reprimand their managers, but above all to explain to them the gap between their action and the principles admins and thus help them not no longer make them.

Under certain conditions of course, the sanction can be a useful and unfortunately inevitable means when ill will is established. In particular if the information and the “reprimand” interview with the employee have been sufficiently carried out, and if the results of this interview, after monitoring, are clearly insufficient.

If our collaborator does not reach a goal that he participated in defining and that he implemented the available means, while respecting the rules of the game, we cannot assimilate this to a fault but a technical error. We will be in a position of help and advice towards our collaborator.

On the other hand, a refusal to respect the principles of the company must trigger a systematic and final appeal: an immediate, severe or even maximum sanction.

How to conduct a Reprimand Interview ?

• Written preparation for my interview.
• Highlight the importance of the interview.
• Have a sincere and positive image (separate the facts from the person).
• Adherence to the principle : The employee must explicitly accept this criticism and the situation.
• Be precise in your speech : say exactly what’s wrong.
• Listen to the employee’s vision.
• Determine a new objective with your coworker.
• Schedule a Follow-up Interview.