You’ve identified a mistake in the team’s work and need to address it. But should this conversation be individual or group-based?
Follow this guide to discover the most effective, simple, and least conflict-generating way to correct employee behavior.
👤 Individual guidance
Use this approach to address specific aspects of an employee’s work and outline improvements. Always discuss these mistakes privately, respecting confidentiality.
Example:
“I really appreciated the care you took when assembling the sandwiches yesterday. Great job paying attention to the details!”
“Let’s review the ingredient placement together to improve consistency.”
👥 Group guidance
Use this when the mistake or improvement is widespread and affects the entire group.
Do not single out individual errors. Use generic examples or visual references, such as:
“I’ve noticed that we need to adjust the sauce application technique. Let’s run a training session to improve it.”
Example:
Correct:
“This image shows an example of the correct amount of sauce. We need to follow this same standard.”
Incorrect:
“This sandwich was made by John and it’s not good.”
The important thing is to establish trust and psychological safety in your working relationships.
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