How can you give feedback to an employee who has made a mistake?

1 Prepare yourself

Before you give feedback, make sure you are calm, clear, and objective. Avoid reacting emotionally or impulsively to the mistake. Gather the facts and evidence, and identify the impact and consequences of the error. Also, consider the context and circumstances of the mistake, and the employee's history and performance. Be ready to explain what went wrong, why it matters, and what needs to change.

2 Choose the right time and place

Feedback should be timely, but not rushed. Choose a time and place that allows for a private and uninterrupted conversation. Avoid giving feedback when you or the employee are under stress, distracted, or in a hurry. If possible, schedule a meeting in advance and let the employee know the purpose and agenda. This will help them prepare mentally and emotionally for the feedback.

3 Use the SBI model

A simple and effective way to give feedback is to use the SBI model: Situation, Behavior, Impact. Start by describing the specific situation where the mistake occurred, using facts and data. Then, describe the observable behavior or action that caused the mistake, without making assumptions or judgments. Finally, explain the impact or result of the mistake, both positive and negative, on the goals, team, customers, or organization.

4 Invite dialogue

Feedback should not be a one-way lecture, but a two-way dialogue. After you share your feedback, invite the employee to respond and share their perspective. Listen actively and empathetically to their thoughts and feelings. Acknowledge their emotions and concerns, and validate their contributions and strengths. Ask open-ended questions to understand the root cause of the mistake, and to help them reflect and learn from it.

5 Focus on solutions

The goal of feedback is not to blame or punish, but to help the employee improve and grow. Therefore, focus on solutions and actions that can prevent or correct the mistake in the future. Collaborate with the employee to create a realistic and specific action plan, with clear expectations and deadlines. Offer your support and guidance, and agree on how you will monitor and evaluate their progress.

6 Follow up

Feedback is not a one-time event, but an ongoing process. Follow up with the employee regularly to check on their action plan, provide encouragement and recognition, and address any challenges or concerns. Celebrate their achievements and improvements, and provide constructive feedback as needed. By following up, you will show the employee that you care about their success and development, and that you trust them to learn from their mistake.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?