Most of us have experienced that sick feeling in our guts when we’ve realized that we made a mistake at work. And not just a little mistake, but a mistake that is going to take some work to fix. A mistake that we worry will forever affect our credibility going forward. One that we think at best will blow over in a little while or we decide at worst will cause our peers and our clients to lose trust in our judgment.
Certainly some mistakes are quite serious. Some are the consequence of extreme carelessness or ineptitude and the results can be career-ending. But those are not the mistakes we are talking about here. We want to address the vast majority of mistakes: honest errors that can eventually be rectified. The real impact of an honest mistake is largely determined by how it is handled in the aftermath – whether the mistake is yours or a team member’s.
So, what should you do when a mistake is made?
Maintain Perspective. The first thing to do is to keep things in perspective. Perfection is often expected in professional settings, but no one is infallible. Unless you or your colleague made an error while charged with the safety of human life, e.g., as a pharmacist or a bus driver or a nuclear power plant manager, the mistake was not deadly and can probably be corrected.
· If the mistake is an employee’s, don’t overreact. Don’t scream or lose your cool. Stoking fear is never the answer, especially if you hope to develop the employee and have them bounce back. “[Stoking fear is] counterproductive because humans don’t perform to their optimum level when the brain becomes preoccupied with fear and uncertainty,” says Don Rheem, a leadership expert and author of Thrive by Design: The Neuroscience that Drives High-Performance Cultures. 
So, once you’ve taken a breath and put things in perspective, what next?
Take Responsibility, Apologize and Correct. Don’t make excuses or allow an employee to make them either. Accurately assigning responsibility for the error to the correct party not only allows them to own it and move on, it helps pinpoint how the mistake happened so similar mistakes can be avoided in the future.
· If the mistake is yours, acknowledge it, sincerely and concisely apologize for it, whether to a co-worker or a client, and go about fixing it. Many times the reaction to a mistake will be the key to how others view the mistake in the first place. Don’t add unnecessary drama to the situation. Take care of it and move on. If you seem to have things under control, you will retain the trust of your colleagues.
· If the mistake is an employee’s, encourage them to take responsibility, apologize and correct as well. While in some instances you may need to apologize on behalf of your company or firm to a client, when possible you should allow the employee to do so directly. Giving the employee power over managing the aftermath of the mistake helps with accountability and fosters an environment of trust – i.e., if the employee feels that you trust them to make things right, they will be able to move forward productively without worrying about never-ending repercussions for their error.
Learn from the Mistake, Move On and Perform. Once you’ve acknowledged the mistake and, when possible, corrected it, ask what can be learned from the mistake, let it go and move on. When you do move on, make sure you dependably generate stellar work product. A mistake once in a blue moon will likely be forgotten if it’s overshadowed by excellent performance 99% of the time.
· If the mistake is an employee’s, allow them to move on and give them the tools to excel. Don’t be afraid to acknowledge the mistake and check for similar errors in the near future if needed, but don’t hold the error over the employee’s head forever. Foster a culture in which everyone is encouraged to learn from their mistakes, and then sincerely allow employees to do so. If you isolate them or cut them off, employees will never be able to put their learnings into practice. Either you trust them with their work, or you don’t. Most employees will remain well aware of their prior mistake(s) and try earnestly to avoid them in the future.
As noted earlier, there are certainly some mistakes that are nearly impossible to correct, let alone rebound from. But most errors at the office are correctable and, when handled with the right perspective, become opportunities to lead, learn, promote accountability and improve performance.
 Quoted in AdWeek, (August 22, 2017) What to Do When an Employee Makes a Mistake. Retrieved at https://www.industryweek.com/leadership/what-do-when-employee-makes-mistake.