Messing up at work or making mistakes at work happens to us all. We all want to avoid making big mistakes at work. What is really important is what we do after making errors at work.

I share the 5 best actions after messing up at work or making mistakes at work. Create confidence and trust and get lot of help to rectify any mistakes. These are the best ways for recovering from making mistakes at work.

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It is always a good idea to make less mistakes at work or the ensure the impact of your mistakes is small. Keeping your mistakes small will stop you screwing up at work. Is share 4 really good practical actions you can take to stop making mistakes at work.

When you can’t avoid making mistakes at work, it is really important to reduce the impact of the mistakes that you make. I have made a ton of mistakes at work and they have not hurt my career success. In fact, they have contributed to my success BECAUSE I have worked to keep the impacts small AND I have tried to learn.

Don’t have a fear of mistakes at work or be afraid of making mistakes at work. Take these 5 best actions after messing up at work.

When you make a mistake at work be responsible for that mistake. Work to fix the mistake or create a solution to fix the mistake. Also own up to the making the mistake. This means you are likely to make a lot less mistakes in the long run and build trust and willingness in others to help you fix any mistakes.

When you make a big mistake at work always communicate that mistake quickly to any others affected and potentially your boss. This enables others to help reduce the impact and it prevents the size of the impact of your mistake growing.

Finally, cultivate a growth mindset so that you learn as quickly as possible to avoid making the same or similar mistakes again.

If you have any questions on “The 5 Best Actions After Messing Up At Work Or Making Mistakes At Work”, please email me at support@enhance.training and I will get back to you.

Jess Coles

enhance.training

Are you making one or more of the 4 worst mistakes managers make with difficult employees? I share the 4 worse mistakes managers make when handling challenging staff so you can avoid making them.

Learning how to manage difficult employees is one of the most critical skillsets to build to have a very successful career in management.

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The first of the worst mistakes managers make with problem employees is putting up with the small problems. The small problems are the easiest to fix and fixing them stops them becoming bigger problems. When dealing with difficult employees always speak to them early about the small problems.

The second of the mistakes managers make with difficult employees is responding with anger and frustration to the situation. This is super easy to do and it one of the most natural responses. This response makes the situation WORSE so needs to be avoided. I explain the psychology behind this natural response and why it is so problematic when resolving people problems.

The third of the worst mistakes managers make with problem staff is failing to build support for sensible action. You asking them is not as powerful as you plus a group asking them when managing difficult employees. Incentives and group pressure increase reasons to change – use them.

The fourth of the mistakes managers make when managing difficult staff is failing to incentivise improvement. Improving take effort and work. Few difficult employees will put this work in without meaningful incentives. Your incentives should be fair, progressive and provide rewards and consequences.

I see these 4 worst mistakes managers make with difficult employees being made by senior staff with years of managing as well as new managers. Great new manager tips - learn exactly what to do as early as possible in your career.

If you have any questions on “The 4 Worst Mistakes Managers Make With Difficult Employees”, please email me at support@enhance.training and I will get back to you.

Jess Coles

enhance.training

Why managers bully their team in such great number with more than 50% of bullying being carried out by bosses. Surveys state that around 30-40% of employees have been bullied by bosses or those in authority.

I don’t believe that all these managers enjoy hurting others or putting others down or are that insecure to regularly bully. There must be more to why managers bully staff. I share three suggestions for companies to action to reduce performance crippling bully in their organisations.

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Why managers bully their employees. Sometimes the bully boss is an unpleasant person who enjoys putting others down. I personally believe most (but not all) bosses resort to bullying because of the situation they are in and the pressure they are under.

Why managers bully when bullying is so damaging to team performance and therefore their own career progress. Why bosses resort to bullying must., in part, be due to pressure placed on them AND their lack of management skills giving them different and better options.

To reduce bullying by managers, I suggest companies do three things starting with training managers in management skills. 82% of UK managers are promoted into management positions without any formal training per the Chartered Management Institute. Not know how to get the results is one factor that drives why bosses bully.

A lack of visibility around HOW a manager is leading a team gives bad bosses and toxic bosses too many places to hide their behaviour and approach. Why bosses bully good employees is a sign of an insecure and threatened manager.

The reasons why managers bully their employees must be reduced by leadership teams and companies if they want successful performance and great results. Bullying is very damaging to team performance, especially if the manager is the bully.

If you have any questions on “Why Managers Bully Their Team - Why Regular Bosses Resort to Bullying”, please email me at support@enhance.training and I will get back to you.

Jess Coles

enhance.training