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Let Employees Learn From Mistakes

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Every employee sometimes makes a mistake. It's important that you deal with these types of mistakes in a constructive way. This ensures that your people actually learn from their mistakes. You can learn a lot from mistakes. Nevertheless, managers often shoot out of their shoes when employees make mistakes.

They often expect the utmost from themselves and their staff. As a result, they quickly become irritated or disappointed if a staff member turns out not to meet their expectations.

A negative reaction is counterproductive in many cases. This is because there is a good chance that in the future employees will be less open about errors, or will avoid risks.

As a result, they miss out on valuable opportunities to actually learn from their mistakes. How do you best handle this?

Tips for dealing constructively with errors:

Realize that mistakes are part of it

If you deal with errors in a constructive way, you assume that errors belong to a certain extent to the work. After all, in a successful (and innovative) company, it's necessary to experiment and take risks.

Make this clear to your staff by rewarding openness about mistakes. In addition, don't indicate guilty parties if something goes wrong.

Make clear what is acceptable

You may be less happy to tolerate certain errors. For example mistakes that are the result of taking irresponsible risks. Set clear limits in advance by making clear what can and can't be done.

In this way you give employees sufficient responsibility, while you also define to what extent they have the opportunity to experiment.

Don't punish mistakes immediately

It's important that employees can be open about mistakes made, without this openness having adverse consequences for them. By not immediately punishing mistakes with a negative response, they will share them with you faster. Try to minimize any emerging irritation or disappointment if an employee indicates that he has made a mistake.

Look for the cause of an error

Finding a mistake is not enough. Of course you also want an employee to learn from his mistakes so that they don't repeat themselves. To do this, he must carefully consider the error and find out the cause.

Instead of naming this for him, it pays to ask your employee how this could have happened. This stimulates him to look for the cause himself.

Provide the right support

With the right support, you ensure that your employee really performs better next time. For example, it's possible that he doesn't handle certain things in the right way.

You can usually provide improvement with the help of feedback . He can also turn a light to a colleague who doesn't make these mistakes.

Note that errors don't repeat themselves

According to an Expert, a mistake is really a mistake if you make it but you don't fix it. You can also scratch your head if an employee keeps making the same mistakes time after time.

He clearly shows that he has not learned from his mistakes. In such a case, it's wise to look together for the reasons for this and to investigate whether improvement is possible in the long term.

Give the right example yourself

This openness naturally applies to the entire organization. That means that you also have to be open about the mistakes you make. Although this is not always easy as a manager, it contributes to the trust that employees have in you.

With this you show that you too do everything possible to learn from slips. And this is precisely what you expect from your staff.

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