Nobody is perfect, but just because making mistakes is human nature doesn’t mean you have to accept employees’ errors that could potentially harm your business. On the other hand, if you’re too hard on your workers, you could find yourself dealing with constant turnover. This can get you stuck in an unending cycle since new workers are prone to mistakes. Determine if you should give your employees second chances when they make mistakes by answering these questions.
Why did it happen?
The reason behind why a mistake occurred is a major indicator of whether or not you should give second chances. Being careless and not following protocol that was clearly established prior may be a less forgivable mistake than an incorrect mathematical calculation, for instance.
Did they hold themselves accountable?
Attitude is key when assessing the aftermath of an employee’s mistake. If they are quick to try to cover up the situation, place blame on others, or simply play innocent, that could mean they are lacking the self-awareness to prevent future mistakes. However, employees who are willing to step up and admit their own wrongdoing are generally worth giving a second chance.
What was done to correct it?
How proactive employees are at righting the wrongs they created can help you decide if it’s worth continuing to take a chance on them. Ideally, employees who make mistakes will immediately start thinking of solutions and prevent it from inconveniencing or otherwise negatively affecting other people.
Did they learn anything?
Even mistakes with serious consequences may not necessarily be a deal-breaker when it comes to keeping the employee on your staff. One grave misstep can serve as a learning opportunity that makes them an even better employee in the long-term. If the employee can clearly communicate what exactly they learned, they will likely be worthwhile of a second chance.
What will be done to prevent it again?
Opting to give employees second chances after mistakes means that you have to feel confident that it won’t end up becoming a pattern. To alleviate your concerns that a one-time mistake is a sign of negligence or subordination, request that the employee discuss what steps they will take to ensure the mistake doesn’t happen again. A thoughtful, sincere answer, and the appropriate follow-through on their end, may indicate the second chance is justified.
Find the right candidates for your available positions with Spectrum Staffing Services. Spectrum has been serving clients nationwide with their staffing and recruitment needs,from temporary to direct placement, for over 25 years. Contact Spectrum today to learn more about our staffing and business services.