Emile Haddad always believes that the relationship between management and employees is critical to the success of a company. He also believes that this relationship is as fragile as anything else in the company, thus needs to be nurtured and taken care of.
One of the biggest factors that affect this is how employees are reprimanded by their higher ups. Haddad recounts how surprised he was, years ago, when he started helping companies grow and expand. He remembers how so many supervisors and managers who were technically skilled had no idea how to reprimand their subordinates, or worse, reprimanded them the wrong way.
Here are a few tips he shares when it comes to reprimanding employees.
• As the saying goes, “Praise in public, reprimand in private.” Managers and supervisors need to know that nobody responds well after being humiliated in front of their peers. Also, when reprimanding in private, higher ups should keep the conversation as confidential as it should be.
• When reprimanding, managers and supervisors need to be specific. They need to point out the exact problem and stay on it throughout the conversation. Anything less than this may end up confusing the employee.
• In line with the previous item, higher ups should also keep a consistent, firm tone of authority. Of all the things needed when reprimanding an employee, Emile Haddad puts professionalism at the top of the list. Having said that, he also suggests that the conversation end with unsolicited advice on how an employee can improve.
Emile Haddad is a Seattle, WA-based business coach and consultant. He believes that a culture of excellence can be cultivated by observing the values of professionalism and accountability. More tips and insights on business here.
One of the biggest factors that affect this is how employees are reprimanded by their higher ups. Haddad recounts how surprised he was, years ago, when he started helping companies grow and expand. He remembers how so many supervisors and managers who were technically skilled had no idea how to reprimand their subordinates, or worse, reprimanded them the wrong way.Here are a few tips he shares when it comes to reprimanding employees.
• As the saying goes, “Praise in public, reprimand in private.” Managers and supervisors need to know that nobody responds well after being humiliated in front of their peers. Also, when reprimanding in private, higher ups should keep the conversation as confidential as it should be.
• When reprimanding, managers and supervisors need to be specific. They need to point out the exact problem and stay on it throughout the conversation. Anything less than this may end up confusing the employee.
• In line with the previous item, higher ups should also keep a consistent, firm tone of authority. Of all the things needed when reprimanding an employee, Emile Haddad puts professionalism at the top of the list. Having said that, he also suggests that the conversation end with unsolicited advice on how an employee can improve.Emile Haddad is a Seattle, WA-based business coach and consultant. He believes that a culture of excellence can be cultivated by observing the values of professionalism and accountability. More tips and insights on business here.
