Minor incident of unacceptable behaviour

An informal reprimand is appropriate for a minor incident of unacceptable behaviour that does not justify formal disciplinary action (for example, first incident of significant lateness for work).

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 behaviour. Don’t attack 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. Feedback through reprimands must be immediate.

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 behaviour, 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 behaviour 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 unacceptable behaviour should result in Disciplinary Action. 

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