Supervisor Foundations · Lesson 3.3

CORRECT THE WORK, NOT THE PERSON’S WORTH

Employees can perform poorly without being worthless.

They can make mistakes without being stupid.

They can need correction without deserving humiliation.

A supervisor should separate:

THE PERSON

from

THE PERFORMANCE

Poor

“What is wrong with you? You can never do anything right.”

Better

“This report has three missing sections. Let’s review what is required so the corrected version is complete.”

Corrective feedback should target:

behavior
result
process
decision
standard

not personal worth.

WORKPLACE EXAMPLES

EXAMPLE 1 — SALON

Poor: “You are useless with bookings.”

Better:

BETTER RESPONSE

“Two appointments were entered for the same time. Let’s review how bookings should be confirmed before they are saved.”

EXAMPLE 2 — SCHOOL

Poor: “You are a terrible teacher.”

Better:

BETTER RESPONSE

“During today’s lesson, several students were repeatedly shouted at instead of redirected using the expected classroom approach. That behavior needs to change.”

EXAMPLE 3 — RETAIL

Poor: “You have no sense.”

Better:

BETTER RESPONSE

“You processed the return without confirming whether the item met the return conditions. Let’s review the procedure.”

EXAMPLE 4 — OFFICE

Poor: “You are lazy.”

Better:

BETTER RESPONSE

“The report deadline passed without an update. If you know a deadline may be missed, I need you to tell me before it passes.”

Remember

Accountability does not require attacking dignity.

Workplace action

Remove insults and character judgments from corrective conversations. Focus on: What happened? What standard applies? What needs to change?

Quick Check

Which statement best preserves dignity while maintaining accountability?