2018-03-27 07:43:19Managing EmployeesEnglishFind out why tracking your employees' mistakes is crucial to the success of your business. Implementing a systematic evaluation system...https://quickbooks.intuit.com/ca/resources/ca_qrc/uploads/2018/03/manager-tracks-employee-mistakes-with-printout.jpghttps://quickbooks.intuit.com/ca/resources/managing-employees/track-employee-mistakes/Thoroughly Track Employee Mistakes

Thoroughly Track Employee Mistakes

1 min read

When your employees make mistakes, it can affect your small business in an overwhelming way. As your business grows, you increasingly find yourself relinquishing the control you have over decisions great and small. If you find yourself wondering if your employees can handle the day-to-day operations, it might be time to institute a proper review system to help you stay ahead of employee errors.

An evaluation system for your employees is easy to manage when you create a tracking chart complete with clear criteria to help you make evaluations of your employees. Review employees one at a time in each category. Does the employee meet, exceed, or fall short of your expectations?

From there, determine an appropriate course of action to rectify any less-than-positive situation. If an employee falls grossly short of expectations, particularly in areas where the majority of your other employees are not struggling, be prepared to address the situation immediately. When you predetermine solutions to various problems before discussing things with your employee, you can be confident in your assessment and solution.

The best way to discuss sensitive performance issues is by holding regular review meetings as a way of monitoring your employees. After working through your assessment rubric, present your concerns to each employee and give them an opportunity to respond. Perhaps they feel they need more training, or maybe a personal problem has been affecting their work. By working together, you can solve the problem and keep your employee up to date on your expectations.

Information may be abridged and therefore incomplete. This document/information does not constitute, and should not be considered a substitute for, legal or financial advice. Each financial situation is different, the advice provided is intended to be general. Please contact your financial or legal advisors for information specific to your situation.

Related Articles

Employee Promotions in a Small Business

If performing daily duties to run your small business becomes too time…

Read more

Minimizing Costs Through Lower Employee Turnover

Every employee you hire is an investment in your business. If the…

Read more

Handling Wages and Benefits Owed to Deceased Employees

No boss plans for it, but there’s always the possibility that someone…

Read more