Examples of verbal reprimand

A warning is a criticism made with the intention of preventing undesirable behavior from being repeated. At work, it is the first tool a company has to sanction minor or serious misconduct and non-compliance by a worker.

When we speak of verbal reprimand , we refer to a penalty for minor offenses with which the worker is warned of the possibility of being penalized more seriously if he persists in his offending conduct.

How to give a verbal warning to an employee

How to give a verbal warning to an employee

1 As a supervisor or manager, you need to be able to conduct meetings with employees, both positive and negative. One of the most important things you can do for an employee with minor problems is to meet with him to give him a verbal admonition .

First, you must make sure that all the paperwork for the Human Resources department is in order, that is, that all the forms have the correct data and are correctly documented in the employee’s file.

2 The best option is not to let other employees know that you need a personal meeting with one of your colleagues. Make a call or send an email to arrange a meeting at a time that is convenient for the employee and the company (for example, other than during rush hour around a switchboard, or during coffee time, or during the employee’s lunch break). The best time to conduct a meeting with an employee is towards the end of the workday or before a break, which gives the employee time to reflect and develop a plan to correct the problem.

3 Bring the “Things You’ll Need” list to the meeting (or keep it on your desk if you have your own office). Arrive a few minutes early to mentally review what you are going to say.

4 Once seated, start the conversation with the employee by asking how he or she is doing, so that he or she knows that you really care about him or her.

5 If the employee does some parts of his job well, tell him first that you are satisfied with his job performance. Employees want to know when they are doing their job well (in some way), even if you also have to tell them that there is something they are doing poorly or inefficiently.

6 Let the employee know that while they are doing well in one area, they are performing poorly in another. Provide them with a copy of the verbal warning and state the specific reason for the warning, the duration of the warning, and the consequences of poor performance as per company policy.

7 Answer any questions the employee has as honestly and patiently as possible.

8 End the conversation and congratulate the employee again when possible. This is an “Oreo cookie” approach to giving employees unfavorable messages alongside favorable messages. The warning goes in the center and the favorable messages in the extremes.

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