I'm hoping someone can give me an answer to this? When bosses have a problem with one or a few employees, why do they give "blanket" reprimands rather than talking directly to the ones involved? I don't understand the reasoning behind it. Can someone explain???
Mountain Mama wrote: I'm hoping someone can give me an answer to this? When bosses have a problem with one or a few employees, why do they give "blanket" reprimands rather than talking directly to the ones involved? I don't understand the reasoning behind it. Can someone explain???
Because its too easy to include everyone and my opinion management have a hard time dealing with one on one unless its to fire an individual. Bill
06 GMC 2500HD Duramax, 2007 Holiday Rambler Alumascape Suite 32SKT,3 slide 5th wheel " SEMPER FIDELIS "
Jasmine, 2006-2013 RIP.
Talking to everyone is less confrontational than talking to an individual.
Besides, if you single out the responsible individual for action, it might damage their "self esteem". The psyche of some people can't handle that, and the boss could feel responsible (and, possibly, be HELD responsible) if they committed suicide or shot up the work place.
Or both.
Giving a blanket reprimand is easier and safer for all concerned, IMO.
CM1, USN (RET)
2002 Fleetwood Southwind 32V, Ford V10
Toad: 2006 Jeep Rubicon LJ
Other toad: '06 PT Cruiser, Kar Kaddy dolly
Toy: 1977 Dodge W100 CC SWB, 3/4 ton axles & springs
"When seconds count, help is only minutes away!"
It's a copout and shows the poor management used today. Sorry, but if a person is so thin skinned that being spoken to will damage his "self esteem" or psyche, then that person has NO place in the labor pool. That is the problem with the work force today, no one wants to do their job and MANAGE the people under them. They would rather be buddies, not managers.
Bob & Betsy(FishNFanatic) - USN Aviation Ret'd '78 & LEO Ret'd '03 & "Oath Keeper Forever" '05 HR Endeavor 40PRQ, 400 Cummins-Pulling our '11 Silverado LT, Ex Cab 6.2L NHT 4x4, w/2010 Rzr or 01 V Star in back. Where the wheels are stopped today
To have a disciplinary talk with one or a few employees would necessitate the proper recording of that conversation and it's inclusion in the files of those involved. To talk to the group as a whole does not require that level of documentation and, hence, is less work for the manager.
Rick & Karen
2006 Monaco Monarch 30PBS, Class A, Triton V10
2013 Honda Fit Sport automatic, Roadmaster Stowmaster.
I guess I would need an example of a "blanket reprimand" before I could answer the question as to why on was used.
Clearly if every employee was involved in the problem then it is appropriate to chastise all but otherwise a one on one is the way to go.
Now, "reminding" all employees of the rules, for example taking personal calls during work hours, is not necessarily a reprimand, it is a reminder of what the rules are and what is expected and that you, as a supervisor, are concerned about the breach.
chuckster11 wrote: I guess I would need an example of a "blanket reprimand" before I could answer the question as to why on was used.
Clearly if every employee was involved in the problem then it is appropriate to chastise all but otherwise a one on one is the way to go.
Now, "reminding" all employees of the rules, for example taking personal calls during work hours, is not necessarily a reprimand, it is a reminder of what the rules are and what is expected and that you, as a supervisor, are concerned about the breach.
I guess this is more what I'm talking about...Our is usually about being on time for work and about not leaving before stated time, but we can tell from the "tone" of the email that "they" are ticked off...I just don't understand why they don't call those people in and talk to them directly because usually the guilty ones never think it's them! Duh!
Blanket reprimands are the chickens way out of discipline.
The people they are directed at don't make the connection with themselves, and it only helps to chip away at the morale of everyone else involved.
Rick Y wrote: To have a disciplinary talk with one or a few employees would necessitate the proper recording of that conversation and it's inclusion in the files of those involved. To talk to the group as a whole does not require that level of documentation and, hence, is less work for the manager.
Yeah, that, too. Especially in a Union shop!
(yes, I have been a first-line supervisor in a closed union shop!)
.gif)
Offline
