Questioning Technique to Make Improvements
Involving Employees and Learning from Mistakes
When things go wrong in a business or particular department there can be a tremendous temptation to either completely gloss over what happened and try and forget it, or alternatively indulge in the blame game where accusatory fingers are pointed and people are blamed instead of actually embarking upon the much more useful process of determining exactly why events turned out the way that they did.
It is well-known that asking questions and letting employees come up with answers and suggestions is a powerful tool in business coaching and the development of individuals. It can also be used in this way to work with employees to not only find out what happened and why they took a particular course of action, but also to determine what they have learnt from it and what they believe they should do in the future to ensure that a similar outcome is avoided. Instead of providing all of the ideas or telling the employee what they should be doing, a manager who engages in this technique to make improvements will normally find the employee is much less likely to go on the defensive, allowing for a more constructive and much more productive meeting which should prove beneficial for the business going forward.
Playing The Blame Game Can Damage Future Business Performance
By blaming employees rather than working with them to determine the facts and future course of action, it is likely to kill any future attempts by employees to show initiative. This will result in more work and time taken up for the manager as workers will come to them with every little problem they have to avoid making a mistake again.