In this article, we look at both sides of the coin – your response, and your manager’s. After making a mistake, the most important thing is to think proactively. You should be able to handle the mistakes. However, what can be really disappointing is if the employee doesn’t show a genuine willingness to correct them and apply the experience to similar situations in the future.

Be open and honest when you make a mistake. Speak to your manager and outline what happened and what ramifications there are. Do not try to hide any aspects you are embarrassed about. A good manager will support you, but he or she cannot defend you if the full extent of the issue is not known.

While it may be hard at the time, try and see the mistake as an opportunity. Mistakes can provide powerful learning and go a long way towards developing your career. Make a recommendation regarding how to salvage the situation or to reduce the impact. Once things have settled down, write a report outlining the event, and what you can do to ensure that it does not happen again.

Start with a clear objective in mind. List the actions leading to the mistake. Source feedback from relevant managers and team members on what you could have done better and what they would have done in your situation. Identify other workplace issues or pressures that could have caused the mistake. Assess whether their current job responsibilities suited their strengths.

If you are dealing with a repeat mistake, you need to acknowledge shortcomings in your performance. Be honest with yourself. Your next step should be to conduct a thorough performance review with your employer. An open, two-way dialogue is essential in turning around performance issues fairly and effectively. Sometimes, going back through the job description together and in detail where the shortcomings are is the most effective and painless way to do this.

The worst thing you can do is to shift blame. Accept responsibility for your actions. You will receive more respect from your manager and peers if you do not deflect attention from yourself in this case.

Making a mistake is an opportunity for honest and frank discussions with your manager. It is also an opportunity to raise issues about where you are in the company and the challenges you face. The ultimate goal should be to agree upon any desired changes and to develop a set of key performance objectives that is revisited periodically.

Document the plan in detail and make copies for both parties. Remember to include the timing for your next review. Work out a plan together to ensure objectives and responsibilities are clearly outlined and understood.