There is no need to blame an employee. Either praise or fire.
“The only guarantee I will not be discussing you with other people is the fact I am not discussing other people with you.” Should be a rule of thumb in any office. Otherwise is counterproductive and destroys the moral and business eventually. As a matter of fact, not the worst principle for the life outside the office as well. Which is not a surprise because business is just a logical extension of the human relations thus most rules working in daily life will suit office life equally.
We evaluated the usefulness of “Short Friday” practice from the previous year and decided to replace “Short Friday” practice with “Short Saturday” one.
“Attitude is a little thing that makes a big difference.” – Winston Churchill. We can nail down an attitude discussion to the question whether the employee actually cares about the result. Now why she cares is a very different story. It can be financial motivation or habit to do everything on 100% but anyway at the end you just see how it is. Either person does more than expected or just enough to get things going without ensuring the quality or considering consequences.
Here is somewhat new subject. Suppose somebody left your company and after some period, this person considers returning. There can be any reason for that, but she approaches you with such a request. Now the question is what are you going to do?
I do not know if it is going to work for any country, but this is the practice we have in our UA entity. When company penalizes the employee, the money gets transferred to the charity fund. We even provide the receipt to the punished employee.