The BEST thing a leader can do in this situation is b. Arrange a meeting with employees and focus on fixing the error.
Firing the employee (option a) should not be the immediate response as it does not promote a supportive or growth-oriented work environment. It is important to address the mistake in a constructive manner rather than resorting to disciplinary action.
Pointing out the error in front of the whole team and asking who is responsible (option c) can have negative consequences by potentially embarrassing and demoralizing the employee. Publicly singling out someone for their mistake may cause them to become defensive and hinder open and honest discussion about addressing the issue.
Choosing to say nothing (option d) is also not the best approach, as it can prevent the timely resolution of the error and negatively impact the product launch.
By arranging a meeting with employees and focusing on fixing the error (option b), the leader promotes a collaborative and problem-solving approach. This allows the team to discuss the mistake, identify the root cause, and develop a plan to rectify it, ensuring the product launch stays on schedule.
Imagine that you are leading a group that is launching a new product for your company. It is your job to review the final reports. When doing so, you find that one of your employees has made an error in the production timeline. If this is not corrected, the product will not launch on time. What is the BEST thing a leader can do in this situation?
a. Fire the employee that made the error so they can be dealt with appropriately.
b. Arrange a meeting with employees and focus on fixing the error.
c. Point out the error in front of the whole team and ask who is responsible.
d. Say nothing so to avoid humiliating the employee who made the mistake.
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