You Made a Mistake at Work, Now What?
Everyone makes mistakes. Here’s how to handle yours with professionalism and poise.
Photo: Christina Jones Photography
We've all been there. That moment when you realize you've made a huge mistake and get that sinking feeling in the pit of your stomach.
Everyone makes mistakes. It's human nature. what matters isn’t that you made a mistake, but how you handle it. If you are perpetually making errors because of a lack of attention to detail or carelessness, that is a separate issue that should be addressed. However, making a rare mistake is totally normal as long as you handle it properly. What does that mean?
Handling a mistake properly means taking the high road, taking responsibility, and making the situation right. Below is a list of steps to take to ensure that you handle your mistake professionally and with poise.
You made a mistake, now what?
TAKE ACTION IMMEDIATELY
The moment you realize that you've made a mistake is the moment you need to take action. Sitting around and dwelling on your error won't make it better, and depending on what the mistake is, moving slowly could make it worse.
In some instances, taking immediate action could actually help you reverse the mistake. For instance, if you realize that you just sent something to print with a typo in it, call the printing press or whoever is in charge and explain the situation immediately. If you get to the right people in time, you may be able to stop the problem before it starts and get them the correct information before anything gets printed incorrectly.
TAKE RESPONSIBILITY FOR YOUR ERRORS AND FESS UP TO THEM
There's nothing worse than a person who won't take responsibility for their error and instead tries to place blame on someone else. When you don’t take responsibility and try to blame the problem on others, it becomes a bigger deal, involves others, and can turn into an office-wide issue.
If you handle your mistake appropriately, you will often be recognized for your quick thinking and your ability to jump on a situation. In this case, the mistake could end up working in your favor in the long run. Most people understand that mistakes happen, so they pay more attention to the aftermath than the mistake itself. Make your mitigation process memorable, and people will remember how you remedied the situation instead of created it.
WORK QUICKLY AND EFFICIENTLY
It’s important to get things sorted out as soon as possible, but if you're not working strategically and efficiently, it's not worth it. No one will care that you're working fast to remedy the situation if your fast work is riddled with errors and carelessness. Quality trumps everything in business, so make sure that your work is efficient and free of errors, especially when you’re trying to fix a mistake that you made.
This is the moment to make sure your next steps are near perfect. That means triple-checking the information you’re putting out and taking note of everything you do. Document your process so you have it on file should it ever come out in the future. That way, if someone does question the mistake you made, you can easily outline the process you took to fix it.
MAKE NOTE OF WHAT WENT WRONG AND TAKE PRECAUTIONS SO IT DOESN'T HAPPEN AGAIN
Part of making mistakes is learning from them, so it’s important that you assess the situation to figure out exactly what went wrong. After you’ve taken care of all of the cleanup and have gotten everything smoothed out, take a few minutes to reflect on what happened. Go through the steps in your head to see what went wrong, where it went wrong, and note how to combat this in the future.
MOVE ON
Take a deep breath and move on. Once you’ve cleaned up the aftermath there is nothing else you can do. Try not to dwell on it, and do your best to move forward. This may be easier said than done, but it’s the truth. Take the high road, take responsibility, work efficiently, document your work, and make sure you don’t make the same mistake twice. After you’ve done this, you’ve done your part. Once it’s over and done, let it go. You’ll live longer.
About the Author: A native San Franciscan, Michele Lando is a certified professional résumé writer and founder of writestylesonline.com. She has a passion for helping others present the best version of themselves, both on paper and in person, and works to polish an individual’s application package and personal style. Aiming to help create a perfect personal branding package, Write Styles presents tips to enhance your résumé, style, and boost your confidence.
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This story was originally published on August 17, 2016, and has since been updated.
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15 Signs to Step It Up at Work
It's not her, it's you. Or is it? S.O.S.
In an ideal world, your boss tells you when you're doing something wrong. But sometimes people avoid the hard conversations. We've got some common warning signs to watch out for.
1. She stops giving you large assignments
If you were initially given a chance to work on large assignments, but now you’re only assigned small (maybe even seemingly unnecessary) tasks, something’s gone awry. It’s possible your boss wasn’t impressed with your prior work. Whether it’s paying better attention to detail, logging longer hours, or having a direct conversation with her to get some feedback, you should do something about it now. Tackling bigger projects is your bargaining chip for future promotions.
2. She reassigns your work to a coworker
Take a look at your current work load. Is it different from when you first started? You might have felt like you nailed your last project, but if you notice that your coworker seems to be taking on more work, while your assignments dwindle, stop to consider. This may be your boss’s attempt to balance, but if you feel like you could be doing more and aren’t getting invited to do so, consider approaching her about it. You want to make sure she knows you’re ready and able to assume additional responsibility.
3. She does your work herself
Some of us may have completed an assignment or conducted research for our manager only to find that she redid it herself (ouch!). This might not actually be as bad as it looks. Sometimes the instructions were unclear, or she wanted you to focus on something else so she finished it up herself. But it doesn’t hurt to clarify. If she’s unhappy with your work, you should discuss ways to improve for next time.
4. She calls a lot of meetings to “discuss your work”
We’ve all experienced a manager who loves meetings. However, if your boss calls a meeting more than once to discuss your work, or the quality of your work, then she’s probably trying to guide you. She may be subtly telling you that your work isn’t up to par. Try to listen without taking offense. A simple fix may make it better, for her and for you.
5. She edits most of your work
I cringe sometimes at the red underlines and blue scribbles I see when my manager edits my writing, and the meetings afterward to discuss the edits are awkward, too. If you embrace the feedback, though, over time the reds and blues will decrease. If you don’t see a marked change after a few attempts, chances are you’re at an impasse with your writing styles. That’s when you’ll want to consider addressing it directly with her.
6. “I love it... but...”
We’ve been programmed to expect the worst when we hear the word “but,” and it’s usually for good reason. Some managers are sensitive to their employees’ feelings so they add a cushion to their negative response when reviewing work. Watch out for these phrases—it may take some reading between the lines to determine what your boss actually wants from you. Don’t be afraid to ask for clarification, either. Just because she’s not always comfortable with direct feedback doesn’t mean you don’t deserve it.
7. She drops you from a group project
If you start working on a team project, but suddenly you find yourself removed from the email chain? Warning sign. The change in guard could have to do with work load and strategy rather than you specifically, but it’s always good to address it. Letting your boss know you were excited about the project and would love to be considered for a future one is one way to open the conversation. Ask her if there’s anything you could do better for a future opportunity.
8. She micromanages
All bosses have different management styles, but if she feels the need to give you step-by-step guidance on every project, even those you’ve done before, there might be a trust issue. Consider broaching the subject from the perspective of her time. Tell her you don’t want to take up her limited work hours and ask whether there’s a better way for you to work independently. The conversation should reveal any concerns she might have about your work.
9. “You should know by now”
When you first get a job, you’re given a probation period where you get the chance to show what you can do but also learn the business. If you find that your boss starts to bring up the fact that you’ve been at the company long enough to know how something works without feedback, she’s probably hinting (in a not so subtle way) that you need to step up your game.
10. She starts nitpicking and sniping
As time progresses at your company, you may notice that your manager is becoming more irritable when you approach her. Maybe she starts pointing out every little error you make, leaving you with this feeling that you can’t do anything right. We’re all personalities beyond our job descriptions and, frankly, that means we sometimes get on each other’s nerves. If your boss continues to lash out in small ways, you can still make a comeback. Triple-check your work before turning it in so those small mistakes don’t happen. After all, they really shouldn’t, should they? If it truly feels like unfair treatment, though, consider addressing it with her or your HR department.
11. She condescends
Yes, she has more experience than you but professionalism dictates that she should treat you with respect even if you aren’t on her “level” at the company. If she condescends from the start, it’s probably just a sign she’s not a great manager (and that’s another story entirely). But if your boss suddenly starts talking to you as if you’re a child or not on her level when she’s previously worked well with you, she may be tired of the less-than-excellent work you’ve been turning in. The key word here is ‘suddenly’.
12. You ask her for a certain opportunity but it goes to someone else
All of us love to take on new and exciting opportunities, and we should relay this to our bosses or managers. However, if an opportunity comes up, and you make it known you’re interested in taking it on, and your manager gives it to someone else, she may not think you’re up for the job.
13. She gives you poor scores on your annual review
This is probably the most obvious sign (if you can even call it that). If your scores on your annual review seem to be decreasing every time, there’s no doubt about how your boss feels about your work
14. She "inadvertently" skips you in update meetings
This can be totally disheartening, but if she stops asking you for updates on your projects or doesn’t ask you to share in team huddles, she’s probably hinting that she’s uninterested in the work you’re doing currently.
15. Her energy toward you has just... changed
Interaction styles vary among managers. Some are open and approachable while others prefer to keep their office door closed most of the time. If you were once “cool” with your manager and for some reason she starts avoiding your morning chats over coffee, she’s probably intentionally distancing herself for one reason or another. It doesn’t hurt to ask her why.
What you can do
If you notice any of these signs, here’s what you can do:
Ask your manager directly how she feels about your work and areas where you can improve
Ask a coworker who seems to be thriving to give you some pointers regarding your manager’s preferences
Ask for feedback from your manager and coworkers monthly
Evaluate your work and ask coworkers (whom you trust) to review your work before turning it in
What did you think about this article? Let us know in the comment box below.
An original version of this article appeared on Career Contessa.
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The 7 Culture Mistakes Startups Always Make
Consider this your list of don'ts.
photo credit: Molly Winters
Every founder knows that culture is crucial to a startup’s success — as Fred Wilson says, “If you want to be in business forever, you need to build a culture that sustains the business” — but there are seven common mistakes that startups make when creating their culture:
1. YOU THINK CULTURE JUST "HAPPENS"
Running a startup means your burn rate is always in the forefront of your mind, and as a result, everything takes a backseat to getting to MVP. Culture can be fixed later, right? The truth is that “culture” is just another way of saying “how we work here,” and by the time you get to your MVP, it will be deeply entrenched.
FiveStars’s founder Victor Ho never took the time to officially define the culture— he felt it was too “cheesy”. But as they grew from 40 to 80 employees, their culture got diluted and as people clashed over ways of getting work done. As quoted in Fast Company, Ho described it as “one of the hardest periods of the company.” Rather than waiting to define your culture, consciously shape your culture while you build your MVP. You don’t have to go on an expensive company retreat, or write an elaborate culture deck. It can be as simple as writing down five words that describe your culture and once a month, as a team, discussing whether they’re still appropriate.
2. YOU ONLY HIRE YOUR FRIENDS
Hiring for a startup requires a high level of trust: you need your team to work hard and make the right decisions, and the team has to believe in you and your vision. So it’s only natural to look for people from your existing network. This can be useful at first — homogenous teams communicate better and demonstrate greater cohesion — but can quickly lead to trouble.
Hyperloop One was launched with great fanfare, but was hit with a lawsuit due to (among other things) the co-founder hiring his brother as general counsel, and dating their PR consultant, whose fees then nearly tripled. Avoid this by establishing the rules of engagement early on, including what happens in a worst-case scenario (such as firing your friend). You should also think about how you’re going to integrate people into the existing culture; your goal is to prevent cliques from forming or for people to feel excluded from an “inner circle.”
3. YOU THINK HIRING MORE PEOPLE MEANS SUCCESS.
Celebrating is so important because success at a startup can be so rare in the first months. It’s comforting to be able to point something that’s a clear sign it’s all working. And as Buffer’s founder noted, “Team size is easy to understand. Sometimes it impressed people when I told them how big the company was, and I was proud to share it.” But the company brought on too many people, too fast, and was forced to lay off 11% of the company. Protect team morale by tracking more accurate measures of success, and find ways to celebrate small wins regularly.
4. YOU SPEND TOO MUCH $$ ON PERKS TO COMPETE WITH OTHER STARTUPS
Bribing employees is a common Silicon Valley practice — what else are meals by gourmet chefs, meditation classes, and laundry service but attempts to get more work out of employees? And those bribes don’t come cheap: shrinking VC funds forced Dropbox to cancel its free shuttle and and limit free meals.
If you really want your team to do their best work, regardless of your compensation budget, give them meaningful work. Show them how their work is directly impacting the organization, and how the organization is making a difference in the world. In other words, give them purpose. Oh, and don’t worry — “purpose” doesn’t necessarily have to be a product or service that saves the world (though that’s a plus); it just means that you have a compelling vision and mission.
5. YOU OVERWORK PEOPLE IN PURSUIT OF THE PRODUCT.
Signing up for a startup is a commitment; long hours and outrageous goals are part of the bargain. But push too hard, and you’ll flare out. At Zynga, for instance, long hours, “aggressive” deadlines, and an obsession with performance metrics led to a talent drain, and even hampered its ability to acquire companies. To prevent burnout, hold regular check-ins with your team to help them manage workload and stress levels. And don’t forget to check-in with the founder: 30% of founders report being depressed, as opposed to only 7% of the general population.
Again, we’re not saying you won’t spend some long nights and weekends at this office, but don’t make it a cultural norm.
6. YOU DON'T FIRE JERKS BECAUSE THEY'RE SMART.
Hiring the best talent is highly competitive, but ignore the “no asshole” rule at your own peril. Despite their superior skill set, their personality will destroy your team culture, not to mention their productivity. In one of our engagements, we worked with an executive whose attitude turned the rest of the team against him. This led him to protect his own job by guarding his data more and more closely, leaving the startup completely in the dark when making crucial decisions. Still not convinced? Jump to 4:30 to hear Paul Graham, founder of YCombinator, talk about his “no asshole” rule.
The best way to avoid this problem is to carefully screen for jerks during the interview process, listening for self-centered answers and trash talking past employers. (As Raylan Givens of Justified noted, “If you run into an asshole in the morning, you ran into an asshole. If you run into assholes all day, you’re the asshole.”) But if one has slipped past your radar, talk to them and make it clear how you expect their behavior to change. If they don’t shape up, then it’s time to go your separate ways — the rest of the team will thank you.
7. YOU BELIEVE THE RULES DON'T APPLY TO YOU.
Pushing the limits is a great way to get new customers and attract attention… until it isn’t. Zenefits was lauded as a major disruptor in the insurance industry, and its investors pushed it to increase its sales goals. Unfortunately, to meet those goals, the company ignored state regulations — which ultimately threatened to destroy the organization and forced the CEO out.
Before you even think about lawyering up, sit down with your founders and determine your company values. What’s most important to your team? When might you need to debate an action before moving forward? Check in every quarter so that when money’s on the line and deadlines approaching, you know what you stand for.
Written by: Paula Cizek, Director of Knowledge & Editorial at NOBL. NOBL is an organizational and team design consultancy that unleashes the creativity and capability of teams through new ways of working. Sign-up for one their upcoming team design bootcamps.