MZMORALE ZEROthe antithesis of employee engagement
DIRECTIVE 059 / FEEDBACK

MAKE AN EXAMPLE OF THEM

Private correction improves one employee. Public correction improves the audience.

Use ridicule, humiliation or visible hostility when a mistake needs sufficient organizational memory. Ensure the message is memorable enough that observers can learn without requiring their own feedback conversation.

Primary: FEEDBACKWORTHPOWER
RATIONALE
One public correction can communicate standards to an entire group while demonstrating managerial seriousness.
SUCCESS INDICATOR
The original mistake becomes rare, along with questions, disagreement and any behavior that might produce comparable visibility.
COMMON FAILURE
Correcting work without degrading the person and treating sustained hostile verbal or nonverbal supervisory behavior as a leadership problem rather than a motivational technique.
STATUS
Canonical / approved

Reconstructed Handbook series.

THE UNFORTUNATE PART

Unfortunately, the research…

Claim

Abusive supervision is associated with a wide range of adverse employee outcomes, including poorer attitudes, well-being, justice perceptions, performance and workplace behavior.

Evidence

Multiple meta-analyses and systematic reviews report broadly negative relationships between perceived abusive supervision and desirable employee outcomes, although effect sizes and causal interpretations vary across study designs.

Strength: Strong

Sources

The Directive is satire. The research summary is not. Evidence is stated separately and qualified to the underlying literature rather than treated as proof of the joke.

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