How to Give Constructive Feedback to Employees When They’ve Effed Up

We’ve all made mistakes on the job. Whether big or small, they always teach us something, even if it’s just teaching us something about the temperaments of the people we work with. As a leader, the way you respond to an employee’s mistake is just as important as the words you say.

If an employee on your team has made a particularly impactful mistake, take a breath and make the most of the opportunity to provide constructive feedback.

What To Do When an Employee Effs Up

• Check your tone – You could be royally pissed about the mistake your employee made but watch your words when you are ready to discuss the issue. Chances are the employee already feels badly enough about the mistake. They don’t need you further berating them.

• Get their perspective on the issue – Before projecting your observations about what you believe happened, take the time to listen to their side of the story. Your assumptions and their explanation of what happened may be totally out of alignment.

• Consider the positive and negative – Too much negativity creates a toxic workplace. Instead of focusing on everything the employee did wrong in the situation, be sure to also call out some specific things they did right.

• Seize the moment – While there’s no reason to pounce on the issue (everyone should have a cooling off period anyway), being timely with your feedback is important. Don’t wait for weeks to pass before addressing what went wrong.

Trust is the Key for Effective Feedback in the Workplace

In order for feedback of any kind to stick, your employee needs to trust you. They need to honestly believe that what you’re saying comes from a good place and the reason you’re sharing feedback is because you want them to succeed.

Trust is not something you can establish overnight – though it is something that can quickly erode if you eff up in your delivery of constructive feedback. Be mindful of what you are saying, when and how, and don’t be afraid to take a risk. Sometimes sharing a story of your own workplace mistake can be a way to break the ice and encourage your employee to let down their guard so they are open to hearing you out.