How do you balance empathy and accountability when dealing with a team member's repeated mistakes?

Es muy fácil señalar, lo complejo llega cuando se debe entender por qué alguien sigue cometiendo errores , lo determinante es llegar a la verdad. A veces, puede ser que necesiten más formación o que las expectativas no estén claras. Otras veces, problemas personales o la falta de recursos pueden estar afectando su desempeño. Lo importante es no solo señalar los errores, sino también apoyar con empatía y buscar soluciones juntos para que puedan mejorar sin sentirse abrumados.

Ensuring Tasks' and Jobs': 1. Understanding 2. Facilitation 3. Access to support 4. Open Communication channel with both you and all other support and concerned parties Al the above are the accountabilities of leadership team not the employee !!

Entender os erros e tentar solucionar da raiz é o ideal, muitas vezes analisamos a situação de fora, sem querer se envolver a fundo.

O equilíbrio é a base de tudo em variadas vertentes das relações humanas. A empatia vai nos apoiar a tentar entender a intenção daquela pessoa a tomar alguma atitude, no qual é uma reflexão importante, mas não decisiva para a comunicação. Fato é que a responsabilidade esta intimamente ligada ao não se omitir de fornecer ou gerar um feedback sobre qualquer circunstância. O não agir também é uma escolha e o fato de atuar de forma rápida, respeitando as pessoas, organizadamente e com sentido é o que fará a diferença no impacto para a equipe.

" Appreciate The Person, Critisize the job" - Zig Ziglar Emphasizes valuing individuals for their efforts and qualities while providing constructive feedback on their work to foster improvement without undermining their self-worth. This approach helps maintain a positive and respectful work environment, encouraging growth and development.

A comunicação na maioria das vezes precisa ser empatica, dar broncas pelos erros cometidos de um funcionário muita das vezes não vai funcionar.

Clearly outline what you expect from your team members. Make sure they understand their tasks, deadlines, and quality standards. Have a straightforward conversation about what needs to improve and how they can achieve it. By setting clear expectations, you give them a roadmap to follow and reduce the chances of repeated mistakes.

Having clear expectations and appropriate support systems in place is key to supporting a team member in improving their performance. When setting expectations be sure to to identify benchmarks dates for check in and evaluation of progress. By setting up regular check ins you are able to support, provide feedback and course correct along the way.

Ensure your team member has the tools, training, and support they need to succeed. Offer additional training or mentorship if necessary. Provide access to relevant materials, tools, and technology that can help them perform their tasks more effectively. This way, you empower them to improve and reduce the likelihood of repeated mistakes.

"The right resources transform potential into performance." “When people say "If I only knew then what I know now, it indicates the lack of quality leadership conversations"!! "Empowering through resources is the cornerstone of sustainable progress." "Invest in resources today to harvest success tomorrow." "A resource-rich environment is the breeding ground for creativity and growth."

Engaging in ongoing conversations about performance and progress allows team members to feel supported, valued, and understood while also identifying areas for improvement. This proactive feedback approach helps establish trust, inviting open communication and increasing receptivity towards guidance on personal and professional growth. Moreover, addressing strengths and areas for development concurrently gives team members a comprehensive understanding of their performance and potential. By committing to consistent feedback, you encourage a healthy, growth-oriented environment, where team members actively seek opportunities to uplift their skills and contribute to the overall success of the organization.

Sempre incentivei as pessoas a, quando trouxessem um problema, também pensarem em uma solução. Assim, enfrentamos desafios de forma construtiva, sabendo que temos o suporte necessário para encontrar e implementar soluções.

Maybe at first, it's hard to trust team members who make mistakes, but I believe in ownership. Encourage team members to take ownership of their work, including mistakes. Lead by example, admitting your mistakes openly to set a standard for transparency. Set clear goals and give the team the freedom to make decisions. Create a safe environment for open communication, so team members feel empowered to manage their responsibilities well and support each other. People feel more confident when they can consult and discuss their problems with those they trust. They learn more.

Accountability and empathy aren't always mutually exclusive. Accountability should be established with empathy from the start, before the opportunity for mistakes exists. The goal is for your team member to embrace accountability instead of having it assigned to them so that they are able to internalize the successes and mistakes later on. This acceptance of accountability makes them more likely to accept doing more of what works and less of what doesn't as they learn from the work. And it means that leaders are less likely to be in situations where repeated mistakes need to be highlighted in the first place.

If you have done all you can to help someone succeed but they continue to fall short, sometimes the most empathetic thing to do is move them on. Here's the definition of empathy: "The capacity to understand another person's point of view or the result of such understanding." What you may come to understand is that it's not fair to the person or the organization to keep them in a position they're not suited to. It can be stressful for someone to continue falling short - stressful for them and for the people around them. As a leader your empathy has to be holistic and take everyone into consideration. Oftentimes the person struggling finds a position more suited to their skills. Helping them get there can be part of empathic leadership.

Just let them continue on their path. Some people have to feel where their path leads to. They have to realize that in many situations nobody will stop them. They have to learn their alertness.