Delivering bad news can be a challenging task, but it’s an inevitable part of any job. When approaching this situation, there are a few different strategies you can use. It’s important to keep in mind that your manager will need to report this news to their own manager.
One approach to avoid is looking for someone to blame. This creates a culture of blame in the company, which can kill innovation and make people less willing to take on tasks. It’s also essential to protect your team from this kind of behaviour. If one of your team members has made a mistake, it’s important to assess the situation carefully and determine who is responsible. In extreme cases, such as when an employee has committed fraud, you must take action to prevent the situation from harming the company further. Unfortunately this approach is too common and I have seen managers with successful careers take this approach. Know which type of manger you work for.
When delivering bad news, honesty is always the best policy. It’s important to report what happened quickly and take responsibility for any mistakes. At the same time, you should have a plan in place to resolve the issue and prevent it from happening again. This shows that you are proactive and taking steps to address the problem.
One opportunity that can arise from a crisis is the chance to showcase your team’s abilities. For example, when delivering bad news, you might have the opportunity to get facetime with senior management and explain the problem while also highlighting what your team is doing to address the issue. This can help demonstrate your team’s value and show that you are taking the situation seriously.