Jeffrey was the CEO of a hedge fund, and he was upset about some poor trades that Tom, one of his portfolio managers, made. He called Tom into his office. (This is a real example with real people, but I’ve changed their names.)
What to Say When Your Employee Makes a Mistake
Focus on how to improve next time.
September 11, 2019
Summary.
If you’re dissatisfied with someone’s performance, it’s easy to let your emotions get the better of you. But asking someone a past-focused question like “What went wrong?” or “What were you thinking?” isn’t going to get you anywhere. Instead, focus on the outcome you want your next move to achieve. Decide what you will do or say that will most likely lead to your ultimate outcome. Often, what you’ll find is that the conversation that holds the greatest likelihood of getting to your ultimate outcome is about the future, not the past. So instead of asking “What were you thinking?” try “How will you do it differently next time?”
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New!
HBR Learning
Difficult Interactions Course
Accelerate your career with Harvard ManageMentor®. HBR Learning’s online leadership training helps you hone your skills with courses like Difficult Interactions. Earn badges to share on LinkedIn and your resume. Access more than 40 courses trusted by Fortune 500 companies.
Learn how to resolve those inevitable workplace conflicts.