"A reprimand should end with a reaffirmation of the person's past performance," explains authors Ken Blanchard and Garry Ridge in their book, Helping People Win At Work . They provide this example: "The reason I'm upset is because this is so unlike you. You're one of my best employees, and you usually get your reports in on time." "The reason this step is important is that when you finish giving someone a reprimand, you want him thinking about what he did wrong, not how you treated him ." Thanks for this good advice Ken and Garry.