chuckster11 wrote: 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.
This is my issue exactly. These types of "reminders" are needed because a *few* offenders. Deal with those people directly.
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Unfortunately, due to the excessive proliferation of "political correctness" in this country, the excessive coddling of our children and unwillingness to expose them to any negativity, life in management is no longer driven by common sense. To single out individuals opens one up for immediate accusations on unfair treatment. For initial offenses, it often makes sense to gather everyone up for a "review" of the rules and expectations. This will ensure that EVERYONE is on the same page, before disciplinary actions are taken against any non-conforming individuals. We have (and continue to) become a society of thin skinned babies, who are unable to follow rules and accept criticisms.... Sad, sad sad.........
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As others have said, it's a copout and a way to avoid having to actually discipline any one person or group of people. Around this time last year, our manager sent out an e-mail to everyone reminding them to be on time after I told him 3 specific individuals were late the majority of the time. There are only 5 people that start at 5:00 AM so it's easy to notice when they come in the door late. After that, I began logging how late people were and one person's total added up to 12 hours in less than 8 months!
They are demonstrating the Peter Principle. (Google it if you don't know what it is.)
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I don't think i ever gave a blanket reprimand.
I did have meetings and discussion about matters that might have originated by conduct by one or two. Events that require direct counciling were few and nobody else was involved. They were never designed to be confrontations. When a confrontation was required that was usually a dismissal.
I wouldn't have a workplace where it was management by stress and a workplace where everyone was afraid to take iniative.
It would be miserable for me as well as them.
mowermech wrote: 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.
My former manager refused to give personal reprimands to anyone...because he was afraid of getting his jaw broken. (He had reason to be.) Just one reason he is my FORMER manager.
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If an employee is NOT breaking the rules, not doing anything wrong, why should they be offended because of a blanket warning? I don't get the outrage here or the laying off on this so called "modern" management style. I have worked since the 50's and attended many, many meetings where there was a discussion of the rules and heard plenty of "we are slipping here" warnings. Blanket reminders to employees most certainly is not a recent phenomena. In most cases it isn't necessary to call individuals in, it is a waste of time to do so if all you have to do to correct the situation is put out a quick e-mail. Those that are guilty get the message and those who know they aren't violating the rules should just put their heads down and get back to work, knowing the message wasn't meant for them.
Every morning on board ship we had the "Now here this!" routine that discussed all sorts of corrective actions that needed to be made--it's no big deal.
If you are a good worker, why be offended? Oh yeah, there is that "I'm just so offended!" thing again--which really is a royal pain in the ... these days.
Persistent violators of the rules should and usually are terminated which is as it should be.
If a significant percentage of the group is slipping in a certain area, I send out a reminder e-mail to the entire group. If that does not work, I speak to each one individually.
paulcardoza wrote: Unfortunately, due to the excessive proliferation of "political correctness" in this country, the excessive coddling of our children and unwillingness to expose them to any negativity, life in management is no longer driven by common sense. To single out individuals opens one up for immediate accusations on unfair treatment. For initial offenses, it often makes sense to gather everyone up for a "review" of the rules and expectations. This will ensure that EVERYONE is on the same page, before disciplinary actions are taken against any non-conforming individuals. We have (and continue to) become a society of thin skinned babies, who are unable to follow rules and accept criticisms.... Sad, sad sad.........
Ding, Ding, Ding...we have a winner!!!! I totally agree.
chuckster11 and pinesman get the nod here. Having been on both sides of the fence, I have received and issued blanket reprimands over the years. If it does not apply to me, eat a spoonful of sugar and get on with it, if it applies take the castor oil and do better. Deal with the habitual offenders one on one and keep a record in the personnel file, then you have grounds for serious action. Over the years, if I had dealt with every thing that happened at work, I would never have time to do my duties because I would have to talk one on one with someone over a minor infraction. And do you know what everyone says when you call them in to counsel them about something, "well so-and-so does it and you never say anything to them....."
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