It is the job of every manager or boss to make sure that his employees are performing according to the level of their expectations. All the good employees are praised in different manner. Some are appreciated in front of the staff and are given an appreciation shield or reward, or others are given bonuses or eve pay raise. An employee who consistently shows a top of the level performance even also gets promoted. However, when it comes to reprimanding an employee, things have to be entirely different.

You can’t bring a negative attribute of the employee to him as it is. You have to adopt a proper way for that. Being angry and rude won’t help in conveying the message clearly. This is why; you need to be very tactful when handling such a situation.

Tips on Reprimanding an Employee

·        Don’t Wait

It is never deal to wait for giving your piece of mind to an employee who isn’t doing his job right. It is natural that people refrain from giving a negative feedback immediately; however when it comes to the performance of an employee, his mistake should be conveyed to him at the earliest. When you convey to your employee that you don’t like a certain error on his part, he will be sure not to repeat it again. But if you will delay it, there is a high chance that it will be repeated, whether intentionally or unintentionally.

·        Talk to the Point

When you plan to meet your employee, you should be prepared to pinpoint exactly where he went wrong. There is no need to feel uncomfortable regarding discussing his weaknesses as what you are striving for is the betterment of the company in general and the employee in particular. Don’t confuse him by going off the topic in trying to find the right words to say to him.

·        Offer Assistance

It is not necessary that your employee’s performance is bad on purpose. There might be something which he is failing to understand. Offer him your help in finding out his issues and solving them effectively. It will actually create a positive impact upon him by making him realize that the administration genuinely care about the issues. If he is unfamiliar with a new software which the office has installed or he is having trouble in understanding certain numbers and figures, you should make proper arrangements for guiding him.

·        Get Commitment of Changed Behavior

Once the session is completed, make sure you document it in black and white. Make sure you get his commitment for a changed behavior and get the letter signed by the employee and place it in his employee file for future reference. This way the employee will know that his mistakes are being kept a track of ; and will try not to repeat them again.