As managers, we have a lot of responsibility on our shoulders. Often many are responsible for a whole team of employees, enforcing policies, keeping sensitive information, etc. As managers, we are often viewed as the enforcer without being given the grace of being human. We all make mistakes, that is how we grow both personally and professionally. Below are some common management mistakes and how to bounce back.

Saying the Wrong Thing When Terminating an Employee

Managers are required by federal law to be incredibly careful with how they go about firing someone. It is illegal to discriminate against someone due to age, gender, sexual orientation, national origin or disability. So managers need to be incredibly careful and clear about the reasons one is being terminated. If there is even a hint of discrimination mentioned during the firing process, it can result in a lawsuit.

Many managers feel bad terminating employees or allow their emotions to take over if it is a highly escalated situation. If this happens, there can be a lot at stake. The best course of action is to get ahead of it. Contact the terminated employee and offer an apology if there were hurtful or discriminatory words said during the firing process. It is often emotional hurt or anger that pushes a disgruntled employee to seek legal council over termination. Sometimes offering your apology will help change the outcome. It is also important to tell your superiors so they are prepared for any legal action that may take place.

Revealing a Company Secret

Managers are often given information about the company before the rest of the staff so they are able to help or relay the information at the appropriate time. Whether it be layoffs, a new owner or even plans for construction, revealing these company secrets before the appropriate time can cause a big issue and possible panic within the staff.

In many cases, some of these issues can turn out to be nothing. For example, a manager is told that there is a chance that due to budgetary issues, 10 employees may need to be laid off. A few weeks later, things are reconciled financially and no layoffs are necessary. Had the manager told an employee about this ahead of time, it could cause a widespread panic that is completely unnecessary.

If you find yourself accidentally spilling the beans on company secrets, you need to address the issue immediately. Talk to the employee or person and let them know that nothing has been decided. Give them as much reassurance as you can while also getting your superior or HR representative involved to help dispel the situation. The most important thing is to be sure the employee feels secure, heard and most of all agrees to keep the information to themselves.

Revealing Sensitive Employee Information

Many companies have a policy against revealing employee information such as pay rate to other employees. Revealing this information can often cause uncomfortable questions about their own pay and possible resentment. It is not illegal to reveal this type of sensitive information but it is definitely unprofessional. Unless your company has a transparency policy, you can avoid a lot of headache by avoiding the conversation all together.

If you accidentally reveal this type of information to another employee, the best way to handle it is to contact the one it affects- offer an apology and tell them of your mistake. Try to handle the situation the absolute best way you can and leave it at that, unless it becomes a greater issue. In that case, you may need to have a few meetings with the affected parties along with your superior to get things sorted out appropriately.

As humans, we tend to make mistakes from time to time. The best way to bounce back is to just admit your human moment, apologize and do whatever you can to fix the situation. Hiding it will often make things worse. Do your best to get ahead of the situation and make it right. Get other professional involved, like your HR representative or superior if you need some help handling the situation. An apology and a little humility can go a long way.