Is it easy to admit your own mistakes?
A person from the Logistics Department who worked shifts, due to a personal problem with her mother's illness, asked to be half an hour late each day until the nurse who was going to take care of her mother daily arrived, and this was granted.
However, instead of half an hour, he was on the order of 45 minutes every day, that is, that in a systematic way he began to arrive in addition to the negotiated half hour, from ten to fifteen minutes late every day without warning or giving any Explanation.
Her direct boss spoke with her to see if there was a problem, and to ask her to notify if any unforeseen event arose, since she worked shifts, and if her colleagues did the same, the client would not find anyone when requested.
However, she continued with punctualities with the consequent disorder for her colleagues, practically daily. This case was transferred to HR, where they decided to sanction her.
When the sanction was communicated to her, she did not deny the facts, however, she played down what she did, claiming that they were important personal reasons, that she had to take care of her mother. She did not understand the seriousness of her action, and considered the sanction excessive, but she undertook to notify her boss in the event of any unforeseen event.
She was not late again, but her relationship with the boss and the other colleagues deteriorated considerably.
Another person from the production department one day didn't come to work for a whole day. The next day she returned to work as usual, without giving any kind of explanation or justification. His direct boss spoke to him, and he commented that he was not having a good personal moment. After a month this incident was repeated without notice, he did not go to work for a full day without warning. Given the seriousness and recidivism, the HR Department decided to sanction him with the same sanction as his Logistics partner.
It was explained to him that it is essential that he notify his boss of any problem. He admitted his mistake, understood that he had not acted well, and that it was wrong behavior. He explained that he was overwhelmed with the situation he was going through, but that he understood that it was not a justification for not even warning. He was embarrassed to be punished. He promised that it would not happen again.
He did not repeat this behavior again. His good relationship with his boss was not impaired by this incident.
Questions for reflection
- Can you work with someone who is not responsible for their actions? Would it be correct for the company to reconsider the sanction based on how the person reacts? On what depends the response that each one gives to a call for attention for a lack our?
Conclusions
If one is not responsible, sanctions are useless, only to increase the degree of rancor in that person who feels unfairly treated.
Sanctions must always be complied with once informed. It will be the person who is responsible in the future not to go through that bad drink again.
Maturity and the capacity for self-criticism are essential to do a good job, and want to do it in an excellent way.
