In this conversation, the manager models accountability by acknowledging their mistake, explaining without deflecting blame, and showing a commitment to improve. This approach builds trust and encourages a culture of openness and growth.
Step 1: Opening the Conversation with Honesty
Manager: “Hi [Employee’s Name]. I wanted to talk with you about something important. I realized that I made a mistake recently with [describe the specific situation briefly, e.g., scheduling, shift planning, or handling a process]. I want to be open with you and take responsibility for it.”
Employee: “Oh, I appreciate you bringing it up. I was a bit surprised by how that was handled, but I figured there was a reason.”
Step 2: Acknowledging the Impact on the Employee
Manager: “Absolutely. I understand that it may have created challenges for you, and I’m really sorry for any frustration or extra stress this caused. I didn’t fully consider how it would affect your day-to-day, and that’s on me.”
Employee: “Thank you for saying that. It did make things a bit tougher, but I understand things can be complicated on your end too.”
Step 3: Explaining What Went Wrong (Without Making Excuses)
Manager: “I appreciate your understanding. In this case, I misjudged the timing, and I didn’t give enough thought to how a change would impact you and the rest of the team. I thought we could adjust quickly, but that clearly wasn’t realistic.”
Employee: “I can see how that might happen. It’s a fast-paced environment, and I know you have a lot on your plate.”
Step 4: Discussing Plans to Avoid Future Mistakes
Manager: “Thank you, but I want to make sure this doesn’t happen again. I’m already working on improving how we plan these changes, and I’ll check in more with the team before making adjustments that affect everyone. Does that sound like a good approach, or is there something else that would be helpful?”
Employee: “That sounds good, and maybe even a quick heads-up when something is coming down the line would help us feel more prepared.”
Step 5: Inviting Continued Feedback and Showing Appreciation
Manager: “I really appreciate that suggestion, and I’ll make it a priority. Thank you for your patience and understanding as I work on this. Please feel free to give me feedback if anything like this comes up again. I value your input—it helps me become a better manager.”
Employee: “Thank you for taking the time to talk about this. It means a lot that you’re willing to acknowledge it.”