Mistakes happen, but they can also affect your team's performance and reputation. How can you address a team member's mistake without making them feel attacked or demotivated? Here are some tips to help you handle this delicate situation with tact and respect.
Before you approach your team member, make sure you have all the facts and evidence about the mistake. Avoid jumping to conclusions or making assumptions based on hearsay or rumors. Also, check your emotions and tone. You don't want to come across as angry, accusatory, or sarcastic. Instead, aim for a calm, constructive, and empathetic attitude.
Mantener la calma es muy importante, la acción ya paso y no queremos hacer mas grande el problema. Vamos a buscar una solución, así que nos preparamos con toda la información necesaria y posibles soluciones.
Timing and location are important factors to consider when you want to address a team member's mistake. Don't do it in front of other people, as this can embarrass or humiliate them. Instead, find a private and quiet place where you can have a one-on-one conversation. Also, don't do it when they are busy, stressed, or distracted. Pick a time when they are more likely to be receptive and open to feedback.
Pick a neutral location from of distractions and potential interruptions and ensure that they are comfortable. Praise in public, feedback in private- ALWAYS.
"Los elogios en publico y los problemas en privado" Nunca exhibir, ni menosprecias al miembro del equipo que cometió un error, hay que buscar un buen momento y lugar para tratar el tema, pero sin hacerlo evidente...debe de surgir con naturalidad.
When you talk to your team member, avoid personal attacks or criticism. Don't use words like "you always" or "you never" or "you are" that imply a character flaw or a negative trait. Instead, focus on the specific mistake and its impact on the team and the project. Use "I" statements to express your concerns and expectations, such as "I noticed that" or "I need you to" or "I appreciate that".
Discussing mistakes is obviously face-threatening. We like to present the competent version of ourselves, because we want to be included in important work, to be given more responsibility and status in the workplace. When you discuss a team member's mistake and decide about what changes to make as a result, devote part of the conversation to shoring up their face by emphasizing what a valued team member they are. Don't do that merely as empty talk -- give examples, and make sure the comments are heartfelt. Convey to them that the mistake does not wipe out their wider role, the unique contribution they bring to the organization. If you can buffer the face threat, correcting the mistake will go a great deal more smoothly.
Mas que enfocarse en el problema, es enfocarse en la solución y que no vuelva a suceder. Revisar que procesos se pueden implementar para que no le suceda a nadie de tu equipo.
Don't just lecture your team member or tell them what to do. Give them a chance to explain their perspective and reasoning behind the mistake. Listen actively and attentively, without interrupting or judging. Acknowledge their feelings and opinions, even if you don't agree with them. Show that you respect their point of view and that you are willing to understand their situation.
Don't impose a solution or a punishment on your team member. Instead, invite them to collaborate with you on finding a way to fix the mistake and prevent it from happening again. Ask them what they think they can do to improve their performance and what support they need from you or the team. Offer your suggestions and feedback, but don't dictate or micromanage. Agree on a clear and realistic action plan and follow-up steps.
After you have addressed the mistake and agreed on a solution, don't dwell on the negative aspects or hold a grudge. Instead, end the conversation on a positive note. Thank your team member for their honesty and cooperation. Express your confidence and trust in their abilities and potential. Remind them of their strengths and achievements. Encourage them to learn from the mistake and move on with a positive attitude.