How NOT to Treat an Error: A Guide for Managers
Errors are an inevitable part of any workplace. Even the most skilled and dedicated employees can make mistakes from time to time. As a manager, how you handle these errors can significantly impact your team’s morale, productivity, and overall work environment. Unfortunately, some managers mishandle errors, causing unnecessary stress and harm to their team members. In this article, we will explore how NOT to treat an error by examining real-life workplace examples to illustrate the consequences of poor error management.
Avoid Procrastination in Addressing Errors
Consider the scenario of Emma, who made a subtle error in a project report several weeks prior. Emma’s manager, Oliver, opts to broach the subject during a team meeting, catching her off guard and causing a ripple of embarrassment. This approach proves deleterious for several reasons. First, revisiting an error long after its occurrence may confound employees, who may have difficulty recalling the specifics. Secondly, this approach may breed resentment among team members, as they feel unjustly singled out for past oversights.
Consequence: Emma experiences a sense of humiliation, leading to a decline in morale and productivity.
Dismissal of the “Time Will Heal” Fallacy
Another common managerial mistake involves the misguided belief that time alone can rectify an error. Consider the instance of Daniel, a team member who misinterpreted a project’s scope, resulting in a significant error. Instead of promptly addressing the issue, Daniel’s manager, Grace, adopts a passive approach, assuming that the error will naturally diminish over time.
Consequence: The error continues to exert a detrimental impact on the project, causing missed deadlines and eroding client trust. Team members question Grace’s leadership, undermining their confidence in her decision-making.
Steer Clear of Negative Psychological Tactics
The application of negative psychology, such as blame-shifting or invoking fear as a motivational tool, proves counterproductive and inflicts severe consequences in the workplace. Take the case of Olivia, who inadvertently deleted a crucial file. Her manager, Benjamin, publicly chastises her during a team meeting, attributing the mistake to carelessness and incompetence.
Consequence: Olivia experiences demoralization, and her fear of committing further errors stifles both creativity and productivity. The team becomes apprehensive about open communication and collaborative efforts.
Refrain from Public Criticism of Individuals
Publicly denouncing an employee for an error stands out as one of the most damaging actions a manager can undertake. Consider the scenario of Ryan, who made a mistake in a client presentation. During a team meeting, Ryan’s manager, Victoria, calls him out and insinuates that he lacks professionalism and isn’t suited for the job.
Consequence: Ryan is humiliated and undergoes a decline in confidence. Other team members become reticent about sharing ideas or admitting mistakes, fearing potential public humiliation.
Reject the Notion of Punitive Measures
Punishing an employee for a mistake proves to be a counterproductive strategy with enduring negative effects. Picture a situation where Natalie, a team member, overlooked a critical detail in a project, resulting in a costly error. Her manager, Christopher, opts to suspend her without pay as a punitive measure.
Consequence: Natalie perceives the treatment as unfair and demotivating. The punitive action undermines her trust in the organization, prompting her to explore new job opportunities. The team becomes anxious, harboring fears that any mistake could lead to severe consequences.
Key Takeaway:
Errors, being an inherent part of the workplace, necessitate adept management for their resolution. By eschewing the five behaviors discussed in this article, managers can cultivate a work environment that encourages positivity and productivity. Instead, managers should prioritize constructive feedback, support, and solutions, fostering an environment where employees can learn and grow from their mistakes, ultimately fortifying the team and achieving superior results.
And remember that each mistake your team memeber makes is a fabulous pedagogical opportunity for you!
Would you like to know how to use errors to achieve better overall performance? Contact us here.