What Not to Do When an Employee Screws Up!
The need to hold employees accountable, is usually a short-tempered leader's justification for reacting strongly to an employee's mistake. Accountability is important, but you need to ask yourself a question first: What's more important--holding people accountable or improving their performance ? "If they're generally high performers, they already know that they're falling short. And, almost always, they take it seriously,
"In other words, awareness and accountability aren't their problems. What is? Regaining enough confidence to take necessary risks to succeed after a failure."
Replace your angry reactions to underperformance with something more productive.
Change your instinct. "In hard times, people want to feel more connected to their leaders. They need to have reasons to trust you. They need to feel trusted by you,The usual instinct is to communicate less, to brood and retreat into your office. After an employee's failure, you should do the opposite. "We have to counteract that instinct and connect more,". "Your role is to give people what they need to perform, not what you need to release." Take steps to turn things around.
You know you want better performance, so is satisfying your desire to make an employee feel bad for being human and making a mistake going to help them
perform better? Offering people support is more productive than reminding them of their failure.
Don't punish them.
Employees almost never need to feel scared or be punished. Again, holding people accountable through angry outbursts willonly hurt their performance even more. Be smart and don't let your anger overpower your better instincts. .
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