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Mistakes happen in every organization. Company leaders should expect occasional missteps and be ready to deal with them properly.
Even top performers can sometimes make mistakes. From a management and human resources perspective, these may be the hardest lapses to handle – first, because the error may have weighty business consequences, and second, because the effect of the mistake on the employee can be surprising.
When an employee who consistently delivers exceptional results fails at a significant task—whether it’s leading a project, managing a team or missing an important deadline—it can have far-reaching implications. Not only does the failure affect the organization, but it can also shake the employee’s confidence and dampen morale.
In these moments, your role as a leader matters. If you use a thoughtful approach, these events present a unique opportunity for relationship-building and continuous improvement.
Helping a high-performing employee navigate a significant mistake is crucial for a company owner or manager. How the situation is handled can either reinforce the employee’s resilience or lead to self-doubt. Here are seven recommendations for managing the situation and helping the employee rebound.
After a significant failure, even a high performer can begin to question their skills and capabilities. Ignoring or downplaying the situation won’t be productive.
It’s important for the manager to recognize that the employee may be feeling embarrassed and fearful – and therefore self-protective and defensive – after the failure. So, an initial conversation should acknowledge the gravity of the mistake but also express empathy.
The key is balance. The employee needs to know that leadership understands one mistake doesn’t define them or erase a track record of success and that, while the misstep was significant, it’s not a reflection of management’s trust in their abilities or belief in their future potential.
Mistakes are a part of growth, particularly for high achievers who take on challenging roles and responsibilities. A good manager can help by reminding the employee that failure is not the opposite of success, but a road to it.
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A constructive analysis is critical for both the employee and the organization. The purpose is not to place blame, but to understand what went wrong, why and what can be done differently in the future.
Provide a comfortable environment where your employees can freely talk about what happened. Approach the conversation with questions like, “What challenges did you face during the project?” or “In hindsight, what would you have done differently?”
Create openness for the employee to reflect on external as well as internal factors, including personal challenges that may have had an impact on the slip-up. This will help identify the root causes of the error, which can then be addressed.
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Once the root causes have been identified, shift the discussion toward learning. Again, focus on asking questions such as, “What can you glean from the experience?” “Is there additional company or team support that would have helped change the outcome?” “What skills or strategies can you develop to avoid similar setbacks in the future?”
By framing the failure as a learning opportunity, you can help the employee transition from dwelling on the mistake to actively working on improvement. This will also empower the employee by showing them that they have control over their future success.
One of the biggest mistakes a manager can make after an employee’s failure is to overcorrect by micromanaging. Doing so can erode the employee’s sense of autonomy and further damage their confidence.
The better approach is to offer support where needed while allowing the employee space to recover on their own terms. Be available, check in periodically and build trust by letting them take the lead on the next steps.
One of the best ways to help an employee rebuild confidence after a mistake is to give them a clear opportunity to succeed. Assign a new task or engage the employee in a team project that lines up with their strengths and offers a high chance of success.
The goal is to help the individual restore personal confidence and to reestablish colleagues’ faith in the employee.
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Teach resilience as a critical trait for long-term success. One of the lessons employees can learn from mistakes at work is how to bounce back and remain engaged, even in the face of setbacks.
High achievers can be their own harshest critics, and a significant failure can lead to negative self-talk and self-blame. As a manager, encourage self-compassion, reminding them that we all make mistakes.
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When a top employee errs, other team members will be watching to see how the company responds. On an ongoing basis, foster a culture of openness where all employees feel safe to admit a mistake and seek help without fear of judgment. This is crucial not only for a high performer’s recovery after a failure but also to ensure that workers at every level won’t try to hide mistakes that could harm the organization. Encourage team collaboration and mutual support in future projects after the mistake.
Effective company owners and managers understand that, if we let them, mistakes offer opportunities for growth. Framing an error as a learning opportunity and a chance to improve will help your employee come through the situation stronger, more resilient and more capable than before.
Mistakes will happen. As a company leader, how you respond will determine whether your employees will thrive in the future. For help handling employee mistakes at work or any talent management concerns, Axcet HR Solutions is here to help.
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