The official blog of Abacus Group — a place to share our knowledge and thoughts on trends in recruiting

May 10, 2019

Managing an Employee Who Makes Little Mistakes

No employee is perfect, but occasionally, someone you manage might start slipping up. These small mistakes don’t negate the good work you know this person can do, but they also cannot go without being discussed. This is a situation no manager wants to deal with but handling it smoothly will keep your team on track, ensure you get the best from the employee, and show that you a truly a leader.

Discuss the Issues Privately

Although it might be hard to not address the mistakes when they happen, it is crucial to wait until you and the employee have a moment alone. Not only will this give you time to think through what you want to say, but it will also show your employee that you want to retain their dignity.

Ask Them for Potential Solutions

Telling the employee how they should change takes away the opportunity to see how much they’ve just learned from your discussion. Ask them what steps they think would be best and let their ideas guide the plan going forward.

Make Sure the Expectations are Clear

Before the meeting ends, review the next steps, clarify any outstanding questions, and follow up with an email so you and the employee are on the same page going forward. Furthermore, scheduling a time to discuss their progress a few weeks after will ensure the issues are not forgotten about.

Coach Them During the Next Situation

If the mistakes are happening frequently enough for you to discuss them, the employee probably won’t be able to master what they were messing up right away. The next time they’re presented with the task, pay closer attention to the employee and coach them through any issues that may arise.

Check in to See How They’re Feeling

During your follow up meeting, make sure to ask them about how they are feeling and how they think they have progressed. If they have gotten better, assure them of it and show that their progress has not gone unnoticed. If they are still struggling, suggest reassessing the steps you originally agreed on.

Compliment Them Publicly

If the employee has been able to get themselves back on track, take the time to compliment them in front of their team members. This will boost their self-confidence and show their colleagues that working hard to improve one’s performance is important to you as a manager.

Add Your Comment


Remember me?

Shoot me an email when someone responds?

Enter this word: