Lisa McQuerrey reports:
"Make an honest assessment of whether your boss was out of line or uninformed, or if she was somewhat on-target with the reprimand. It would be wise for you to acknowledge if some element of the reprimand was warranted. If there’s even a hint of truth in the reprimand, note what that was...Not every reprimand is...an exact criticism of a single event or action. Some are more nebulous, such as, 'You’re always late' or 'You never meet deadlines.' This non-specific reprimand can be more frustrating, because you’re being hit with a blanket statement. In this instance, assemble the information you need to support your objection -- such as email chains, timeline documents, project reports, or even your teammates' supporting comments...Summarize your written objection by outlining the action you’re requesting. If the reprimand was not formal -- in that it didn’t go in your employee file -- simply state that you want to set the record straight...[M]ake sure that your letter is professional and that it states only the facts, as you see them. Using the letter to put down the company or to criticize your boss, will only make the situation worse...Use your own time to complete all the steps for writing your objection, not during the time you're supposed to be working for your employer. Write your objections with a clear head. Writing a rebuttal from an emotionally charged state of mind isn't the best way to produce an effective objection. Many times, you can resolve issues through communicating directly in addition to providing a written response outlining your objections. Be open to resolving any issues you and your supervisor have that led to the initial reprimand...When you're given a reprimand or a disciplinary warning, don't refuse to sign it because you think not signing it means you don't agree with it. Only a rebuttal says you don't agree with the reprimand. Your signature generally means that you received the reprimand. Reprimands and disciplinary actions are confidential. Don't ask a co-worker to review your rebuttal; refrain from involving another employee in your work-related issues."
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