Everyone makes mistakes. This is no exception of the workplace. At some point, your employees are going to encounter slip-ups like missing deadlines, misfire a project’s intention or worse, make huge blunders that can cost company money and reputation. As a manager however, how best can you deal with such? Nicholas Lubwama, the CEO of E4E IT solutions is of the view that no matter how big an error is it’s vital to remember everyone makes mistakes. In this case, it is up to the manager or supervisor to handle the issue in an appropriate way. “Instead of raising your voice, how about first allowing yourself to calm down, then have a meeting with your employees and care to know why they didn’t deliver on time-that way, you will be able to find a solution and even make sure that such a mistake doesn’t happen in the future,” he says. Lubwama carries on that some mistakes occur because employees are not given any or enough training about how the company operates the systems they use, among other new things. So when such employees try to figure out anything on their own, they end up messing up. He therefore encourages employers to offer training to new workers regardless of how much experience they have as different companies operate differently. The IT expert also notes that managers or supervisors should create an environment free and comfortable for workers to ask any questions in case they haven’t understood something. That way, they will be able to communicate even when they are facing challenges. Lubwama stresses that employees that usually make mistakes need extra supervision, which is why checking up on them to find out how far they are with the project is great and will hinder any common mistakes that may occur without observation. He also adds that for new workers, get colleagues to assist them, as it will help them to open up easily about some of the hardships and areas that they lack expertise in, and be helped to learn. Maureen Umuringa, a human resource expert states that before you get bitter at an employee, first acknowledge their efforts. “One blunder most employers do is to only notice the mistakes but not positive progress. Employees want to know that their efforts are appreciated and they are moving towards improvement.” This can be possible by opening up to the employees about what you require from them, otherwise, if they don’t know what you want, chances are, they won’t work towards your goals, and both the parties will clash, she adds. The human resource manager stresses that employers shouldn’t fear holding employees accountable for their actions in case they messed up, they should let them know that the project wasn’t a success, and explain how better you want it to be in the future. Umuringa adds that don’t embarrass an employee in front of their colleagues as it may kill their morale and craft in them the fear of trying to take part in tasks. She also notes that in case a project didn’t turn out effective, have a discussion with your team and ask them what they would have done better if given a chance to work on it afresh. “Note down if they need extra training, or any equipment that would support them to improve, and follow them up,” she says. Umuringa explains that in case an employee’s mistake damaged the company and its image and yet been warned on several occasions, such employees should be dismissed from work.
