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(throwaway account) I really, really dislike this method. If there's a problem employee, deal with that employee. Don't send blanket emails to everyone. It (in

(throwaway account) I really, really dislike this method. If there's a problem employee, deal with that employee. Don't send blanket emails to everyone. It (in my experience) does not work since the person that's actually doing something offensive usually doesn't realize it, and it just confuses all other people working into wondering if they somehow are to blame. This tactic seems to be really common where I work, and all it seems to lead to is confusion and anger with management because they're unclear. It's as if everyone is being lectured for something one person did. If I've said something inappropriate, please let me know. If not, leave me out of it so I don't have to worry that I might have. This stuff creates a lot of unneeded stress. It's one of the reasons I'm looking for a new job. Seriously.

JohnBooty 12y ago
> If there's a problem employee, deal with that employee. Don't send blanket emails to everyone. It's a delicate thing for sure. Certainly not everything can be handled this way. And I am sure that you and I would agree: if the net effect is that the entire team feels that it's being blamed or lectured then it is a failure. However: it doesn't have to be that way at all. Depending on the severity of what's going on, it's possible to nudge a team towards better behavior without blaming anybody. Secondly, negative feedback has to be a part of an overall message in which team members are also given positive feedback on what they are doing right. It sounds like at your job, you guys just get a bunch of blame thrown at the whole team and I'm guessing it's not balanced out by positive feedback on the stuff you do right.