Mistakes on the Job

December 12th, 2017

Yes, it happens. We all make mistakes on the job – sometimes small and sometimes mammoth, costly, they-will-never-forgive-me mistakes. It’s not about making the mistake; it’s about how we handle it. And what is the proper response?

Stay calm and evaluate the situation.

  • Is the mistake easily corrected?
  • Will it involve others or can you handle it alone?
  • Are there long-term consequences?
  • Does it require an immediate stop-the-presses response to prevent more damage?

So – if it’s easily fixed and will leave little or no debris in the wake; fix it and go on.

Next level – it can be fixed, may leave some debris, and probably will require help. Determine who needs to know and who needs to be involved in the correction. Be upfront and honest. It sounds something like this:

“I made a mistake. I ____________________. Possible repercussions include _______________. After evaluating the situation, I believe it will take this to fix the problem, but I will need help from so and so. Do you agree or am I missing something? Will you be willing to help me? I realize your time is valuable and I apologize for the trouble I’m causing.”

The essentials include an admission of guilt, presentation of your solution, request for help, and an apology for the trouble you’ve caused and the loss of their time. If your supervisor should know, choose an opportune moment, quietly inform them what happened and what you did to correct it.  If the mistake requires help from several sources, and cost the company some money; make an offer of restitution.

The biggie – the top dogs need to know now. Processes have to be shut down. Extensive action has to be taken immediately. You get the picture. Pull the fire alarm, but remember, a calm response is much more effective than panic. Get busy and don’t stop until the problem is contained. Be prepared for a showdown and take it like a professional. Never say “mistakes were made.” Lay it on the line, “I totally screwed up, and I don’t have words to express my regrets, but I will do all I can to make this right.”

In every instance, the keys are simple: Admit it. Take responsibility. Be sincerely sorry. Have a plan and follow through. Accept the consequences.

If you’re looking for a new job, contact Olympic Staffing. We can help you find a new job that is a good fit for your skills, education level, and current job goals. Our network is deep and wide – let us help you.

Rewarding Your Employees

August 2nd, 2016

Work can be a grind, which can lead to employees becoming burnt out. If you have hard-working employees, make it a point to reward them accordingly. It will keep them motivated and ready to get back in the workforce. Here are some suggestions we have for rewarding your employees:

Give Them a Cash Bonus.

It’s no secret that people are motivated by cold, hard cash. This is one of the most traditional ways to reward employees, but there’s nothing wrong with that because it works for a reason. The nice part about being an employer or manager is that you can decide how you want to incentivize them with the cash bonus. It may be they get the bonus if they do a certain amount of work, or it could be a complete surprise, but it’s totally up to you.

Give Them More PTO.

PTO is often the reward that means the most to your employees because they can choose how and when to spend it. You could choose to implement this in the form of occasional bonus PTO or  give them a year-end bonus of adding to the following year’s vacation days if that works better for you and how you run your business.

Give Them More Responsibility.

While this doesn’t sound like a reward, it can be. More responsibility could mean that you’re giving your employees the chance to do something they’ve always wanted to do; the confidence-building that comes with increased responsibilities can be its own reward. They’ve successfully proved themselves to you and earned a promotion – which, by the way, usually includes a raise.

Turn Certain Goals into a Game.

Another way you can reward your employees is by turning certain goals into a game. For example, if you’re in charge of managing sales people, you could incentivize them with any of the rewards mentioned above for each goal marker they hit.

As soon as you put some of these reward policies into place, you will see a direct correlation with how happy and productive your employees are. You will also find that any financial costs associated with rewarding your hard-working employees will be paid back to you, ten times over in the form of productivity.

Needing new staff to add to your reward plan? Contact Olympic Staffing. We can help you find employees who will be motivated by rewards as an effort to work harder for you and your company.