Leniency doesn’t mean you’re weak; when used wisely, second chances provide opportunities for growth.

Everyone goofs up on the job at some point. The problem could be arriving late, missing a deadline or even making a costly mistake. Giving an employee a second chance doesn’t mean you excuse bad behavior. Instead, it’s an opportunity for growth (yours and theirs). Here’s how to help team members succeed after a fumble.

Make sure the employee knows there is a problem

Sometimes employees are oblivious that their performance or behavior is a problem. Tell them specifically what they are doing/not doing that’s a problem and how their actions affect the workplace. Be honest, specific and compassionate about what they need to do to improve.

Is this behavior out of character for this person?

If an employee’s behavior or work habits suddenly change for the worse, he or she could simply be going through a rough time. Christina DeBusk, a writer at Businessing, advises business owners to ask about the circumstances.

For temporary problems like car troubles, she says, “Ask how they intend to rectify the situation and see if you can make other arrangements that still allow them to get their work done without compromising their job, like letting them work from home for a day or two until they can get their vehicle fixed.”

Why you may want to avoid formal discipline

“As much as managers may want to ‘throw the book’ at offending employees, they are better advised to understand human behavior,” writes Daniel B. Griffith, J.D., SPHR, SHRM-SCP.

“If we have invested in our employees by hiring and developing them, and if we believe they are fundamentally worth the effort, then we must understand their negative reactions to formal discipline measures.”

Formal discipline can create stigma and discouragement. You don’t want an employee you’ve invested in feeling so low that they decide to leave. Understanding what’s behind an employee’s behavior can lead to better outcomes; an employee who appreciates the value of a second chance will do better in the future.

A second chance for leaders

Second chances aren’t just for employees. Dr. Nathan Unruh, co-founder of Sidecar, writes, “If you as the employer give an employee a second chance, you are also granting yourself as the leader of your business a second chance.”

Unruh says leaders need to reflect on their own performance before making decisions about an employee’s future. If your leadership failed, give the employee a second chance. However, if you did absolutely everything you could from a leadership standpoint, a second chance may not be called for.

Be clear about expectations

If you grant too many second chances, you don’t do yourself or your business any favors. Set clear expectations about what needs to change and then follow up. If your employee performs as expected, use the opportunity to praise them. If the offending behavior doesn’t change, consider discipline or letting them go.

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