As much as possible, we want to avoid mistakes when doing anything. That is understandable because mistakes, more often than not, result in bad consequences. In the business world, mistakes are an extreme hassle that can lead your company to a quicksand. This is why employees committing mistakes in the workplace and how it should be handled should be discussed.
It is not uncommon in movies and shows that a raging boss will reprimand an employee for doing something wrong. Hateful glares, harsh words, dehumanising curses, and even alarming threats are thrown. Do these really happen in real life? Unfortunately, yes. Most bosses don’t know how to react appropriately when their employees screw up, which most of the time, do not end up in anything good for them and the company.
As the leader of my own company, let me share how I handle the situation when my staff messes up. I believe that blaming them or shouting at them will neither help better the situation nor contribute positively.
Here are five progressive steps you must take when your employee makes an error:
1) Don’t lose your composure
Panic can easily creep in your system when something unexpected happens. Especially when you and your employees are on a strict timeline to follow, you can never afford a mistake. However, even if you are shaken up by the unfortunate event, you should not lose your cool. As a leader, you should never crumble to fear or panic – because when you do, every single one of your subordinates will follow.
Learn to control your emotions. This is one of the most common and known advice when getting into business because you should never let your emotions overwhelm you when making decisions. If you do let it control you, you might end up doing and saying things you don’t really mean. Our employees know when they mess up, they don’t need their superiors slapping their faults in their faces.
When you discover the mistake, focus your mind on how you can fix it instead of thinking about who you can blame.
2) Get a clear understanding of the situation
One thing you should never do is to make assumptions. Your employees are the ones who committed the mistake, so you should ask them what really happened instead of putting words in their mouths. Jumping to conclusions will lead to an endless loop of anger and uncertainty. Spend time to defuse the tension and calmly ask your employees what went wrong.
Thoroughly gauging the situation will help you identify the best solution to the problem. This can also prevent bad blood spilling inside your team. A clear understanding of the issue will get you progress, unlike pointing fingers and scolding employees.
3) Analyse the factors that affected the situation
You have to think about what instigated the fault: unclear directions, miscommunication, demotivation? Consult the employee’s track record as well. Do they always commit mistakes, or is this the first time? There are many factors that can affect the performance and output of your employees – it is never just an “I messed up.” Learn the brief background of what happened so you will know what to do and what not to do next time.
Another thing when understanding the situation and the factors surrounding it is to avoid bias. If you find yourself unconsciously rejecting the explanations or reasons of your employee because of their nationality, sex, or race, then you need to step back a bit. As a leader, you must treat your employees fairly. You should never let personal bias and emotions get the best of you – it will do nothing but derail the harmonious relationship in the workplace.
4) Encourage, and then set boundaries
First, encourage your employees to speak up as soon as possible when they encounter a difficulty or commit a mistake. The earlier the problem is brought to light, the faster you and your team can act on it. Besides, no one wants secrets kept from them. Establish rules of honesty and transparency so that communication will never be a problem between you and your employees.
Next, set boundaries. How many times can they mess up a task before you sanction them? While you should be an understanding leader, you should not be too lenient and forgiving – your employees might take advantage of it. Your kindness must have limitations, too. Let your employees know that they should maintain a good performance and keep mistakes to a minimum.
All these will avoid problems and mistakes to pile up. Instead of lamenting over their faults, your employees will know what they should work on, what they should maintain, and what they should achieve.
5) Be a leader, not a boss
Notice how I keep using the word “leader” instead of “boss” in the earlier steps? That is because there is a huge difference between a leader and someone who is simply a boss. Leaders move with their team and bosses are just superiors that people follow.
You should be a leader – a person who leads with compassion, kindness, and encouragement. You lead your team instead of leaving them behind and expecting them to catch up promptly.
Do not imbue fear in the workplace. A leader will never use fear to motivate their employees to work better. Instead, leaders will inspire their team to improve. You ask and listen instead of reprimand and blame. As a leader, you positively respond to disadvantageous situations with solutions.
Treat your employees as equals. They may be inferior in rank or position, but that does not mean that they are not as important as you are. Your employees are an undeniably significant part of the company. You cannot progress alone, which is why they are there to work for and help you.
To your success,
Mario
[Visit www.mariosingh.com now to enjoy a FREE e-book of my latest “37 Essential Principles for Massive Success” when you subscribe!]
