Five Steps for Survival When You've Been Verbally Reprimanded

Everyone knows that when a boss starts "paper-trailing" you -- giving you written reprimands that go into your personnel file -- you're in deep doo-doo.

That's because written reprimands are what bosses do when they're seriously considering booting you to the curb -- or have already made up their mind and are just going through the paper thing because human resources makes them.

But what happens when you get a "verbal" reprimand? Is that the same as a "paper" reprimand?

Well, yes and no.

Obviously, it's not paper, so that makes it different. And, if the boss were really fed up with you, he would be writing down what you did (or didn't do) and shooting off a copy to HR. But when he just verbally disses your performance, you've been given a (brief) reprieve to get your act together.

Usually, a supervisor will say something like, "This is your official verbal warning" or something to that effect. When you hear that, it's your cue to either a) start dusting off your resume or b) craft a battle plan to save your butt.

And, in this economy with the crappy job market, I'd suggest you focus on Plan B.

So, let's look at an action plan when you get a verbal warning from the boss:

1. Set the tone. Ask for a time to talk to your boss when you won't be interrupted. Trying to discuss a serious issue such as your performance while on an elevator or in the break room pouring a cup of coffee won't serve your interests well. By asking for a meeting, you show that you're taking what he said to heart.
2. Ask for specifics. The boss saying, "You're not a team player" isn't going to be very illuminating, so ask if he can provide specific instances of this behavior. Don't be confrontational or defensive: Listen and take notes.
3. Set goals. Just as in a formal yearly performance appraisal, you should always have a clear road map of where you need to go. In this case, you're looking for things you can do right away to show the boss you're serious about meeting expectations. Then, ask about long-term expectations: Have those changed since your last evaluation?
4. Follow up. After you've had your meeting, use your notes to write a formal e-mail to your boss, outlining your expectations and goals. Tell the boss how much you appreciate the feedback. Make sure you send your boss e-mails when you've met those expectations: Bosses aren't the only ones who can paper-trail. Keeping track of your accomplishments is a good practice not only for employees who are in trouble, but as a way to have solid proof of your contributions. Set up regular appointments with the boss to make sure you're staying on track.
5. Kick your own butt. Once you've got a good idea of what the boss expects, it's time to take a hard look at your performance. Is the verbal reprimand an indication of a more serious problem? Do you need anger management classes, or perhaps more training in an area that makes you defensive because you lack the necessary skills? Are you deliberately doing a poor job because you resent a co-worker or the boss? This is a good opportunity to find a mentor who is willing to give you honest feedback and help steer you back on course.


What other steps should someone take after a verbal reprimand?