Taking Corrective Action - With a Peer

Even very small businesses require that its employees work in cross functional teams. Those experiences are usually very positive. You forge friendships with co-workers and you learn something from outside of your particular area of expertise. But what happens when this goes wrong? When a peer is doing something that need correcting and you are the one that needs to correct them? Here are some steps that may help you.

Clearly Explain the Business Ramifications of Their Actions

If your peer works in a different department, chances are they don’t always know how their actions affect you and your department. Explain to them why you need what you need and how their actions hinder your department’s chances for success. Assume they don’t know this and if you haven’t had any previous negative experiences with them, give them the benefit of the doubt. Being positive and rationally explaining the situation and your needs will get the results you need and strengthen your work relationship with your peer.

Don’t Wait

If you like and respect your peer, you may not want to call attention to the issue that needs correcting. It is wise to judge the situation and determine if it’s worth pursuing corrective action. If it is, don’t wait to discuss it. Bring it up at the earliest, most appropriate time. If you don’t, chances are it will repeat itself. Your peer needs to function well but they are not required to be mind readers. Tell them what you think, again keeping it on a business level, and why their course of action needs to change. You may have shed light on a negative practice they didn’t know they were doing and you may have a better functioning peer and team as a result.

Positive, Negative, Positive

Framing your corrective action discussion is as important as clearly explaining what needs to be corrected. When doing so, use the tried and tested “positive, negative, positive” feedback model. Start with something they do well and praise them for it. Relate that to the negative action they took and explain how it is incongruent with their usual performance. Wrap it up with a positive conclusion on how and why you believe they will be even better after taking your suggestion.

Be Open Minded

Taking corrective action is a dialogue, not a monologue. Listen to what your peer has to say. They may have insight as to why they needed to take the action they took. Be an active listener, engaging them with thoughtful, non-combative questions. This will do at least three positive things. It will allow you to identify possible circumstances that may lead to further negative actions and you can correct them now versus cleaning up a mess later. It will also teach you more about what your peer needs in their job and will give you a greater appreciation for them. This will lead to the third positive thing; you will have a stronger team and working relationship as a result.

Do Unto Others

The Golden Rule applies here; treat others as you would like to be treated. By putting yourself in their shoes, you’ll see how you would like the situation to be handled and may handle it better. Because the goal of taking this form of corrective action is not to make your peer feel bad. It is to make the team and your working relationship better.