How to Deal With A New Employee's Mistakes
An effective manager uses the following approach:
Voice your criticism as soon a possible. It’s more natural than waiting a long time. Criticize one thing at a time. Don’t overload the person with a list of concerns. Object only to actions the other person can change. If you ask the person to do something he or she is unable to do, frustration builds in your relationship.
Talk about non-controversial matters first or compliment the employee on previous accomplishments before tackling the critical issue. This sets the stage for constructive dialogue, avoiding jumping into a critical harangue where the employee reacts.
Ask how the mistake occurred. Relate the mistake to the department’s objectives and show how it hindered reaching those objectives. Concentrate on the mistake not the person who made it. Avoid sarcasm. Sarcasm signals you are angry at people-not at their actions. This may cause people to resent you.
Tell the employee that one must make mistakes in order to learn and you consider him or her a worthwhile employee who will learn and grow with the organization.
Restore the employee to his/her previous level of performance by telling hem/her that you are confident in their ability to take action to correct the mistake. (Give specific examples of previous accomplishments.)
Request or devise an oral or written action plan and set times you will follow-up or ask employee to report back on progress. Remember: Don’t hover and be hearty in your praise and lavish when there is improvement.
