Most leaders don’t set out to embarrass their employees.
Yet it happens every day—during meetings, on Slack channels, and in group emails sent in moments of frustration. A mistake is made. Tensions are high. And instead of addressing the issue privately, a leader “chews out” an employee in front of others.
It may feel efficient in the moment. It may even feel justified.
But it’s one of the fastest ways to erode trust, morale, and performance.
Public Criticism Creates Private Damage
When an employee is reprimanded publicly—whether in a meeting or via a group email—the impact goes far beyond the individual.
Public shaming:
- Undermines psychological safety
- Triggers fear and defensiveness
- Shuts down creativity and honest communication
- Teaches employees to avoid risk rather than pursue excellence
Instead of thinking, “How can I do better?” the employee thinks, “How do I avoid being embarrassed again?”
That shift is costly.
Group Emails: The Modern-Day Public Scolding
Group emails can feel less personal—but they often cut deeper.
When a leader calls out mistakes in writing and copies multiple people:
- The message is permanent and easily forwarded
- Tone is easily misinterpreted
- The employee has no chance to respond or clarify in real time
What was intended as “clarity” often lands as humiliation. And once dignity is lost, engagement soon follows.
Fear Produces Compliance—Not Commitment
Some leaders justify public reprimands by saying, “People need to be held accountable.”
They’re right about accountability—but wrong about the method.
Fear-based leadership may produce short-term compliance, but it never produces:
- Ownership
- Loyalty
- Discretionary effort
- Innovation
People don’t bring their best ideas to environments where mistakes are punished publicly.
They bring their silence.
The Ripple Effect No One Talks About
When one employee is chewed out publicly, everyone else is watching.
And they’re learning:
- “It’s not safe to speak up.”
- “Mistakes will be punished, not coached.”
- “I’d better keep my head down.”
Over time, the room gets quieter. Emails get safer. Initiative disappears.
Not because people don’t care—but because they care too much about protecting themselves.
What Great Leaders Do Instead
Strong leaders address issues directly, privately, and respectfully.
They:
- Give corrective feedback one-on-one
- Focus on behavior and impact—not character
- Ask questions before making accusations
- Treat mistakes as moments for learning, not leverage
They understand a simple truth:
Praise in public. Coach in private.
That approach preserves dignity while still driving high standards.
Accountability Without Humiliation
Holding people accountable doesn’t require embarrassment.
In fact, the most effective accountability happens when employees feel respected enough to:
- Take ownership
- Admit mistakes
- Ask for help
- Grow from feedback
When leaders replace public criticism with private coaching, performance improves—and so does trust.
A Question for Leaders
Before addressing an issue publicly, ask yourself:
Is my goal to correct behavior—or to release frustration?
If it’s the latter, pause.
Leadership isn’t about emotional discharge. It’s about influence.
And influence is built on respect.
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